101 Leadership Actions for Performance Management

85

Avoid non-productive“hammering.”

Be careful not to repeat the same criticisms over and over again. There will be areas where the performance was not as strong as expected. The goal of the dialogue in this part of the appraisal should focus on developing the employee’s understanding of what he or she did and how it could have been done better. When the employee understands what he or she could have done better or differently and he or she seems committed to doing that, move on.