YOU SHOULD DO THE FOLLOWING:

1. Reassure your staff member by building on strengths, give him/her confidence.
2. Use a “we” approach when discussing problems.
3. Be specific when discussing performance.
4. Keep the interview on track.
5. Draw him/her out by:
1. Asking thought-provoking questions (not yes or no type), then listen. Restate or reflect the staff member’s statements. Listen with warmth, frankness, and real interest.
6. Talk about job results, not activities.
7. Function as a coach, not as inspector. Counsel — don’t advise.
8. Close properly:
1. Summarize, plan for improvements and changes. Write down the results.

BUT DON’T

1. Use negative words or too many negative criticisms.
2. Use a “you vs. me” approach.
3. Give insincere or excessive praise.
4. Use generalities that cannot be backed up by specific examples.
5. Dominate the conversation.
6. Place emphasis on personality traits.
7. Be fussy, picayune or harried.
8. Be or seem hurried.