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CONFRONTING CONTINUED PERFORMANCE ISSUES
Step 1: Opening the meeting - state what youve observed
• State the purpose of the meeting
o "I have a concern that. ... If she/he doesnt agree that a problem exists, it is unlikely that there will be a change in performance. ... "
o "As discussed in our last performance review meeting. ... ) - "If your performance records continues on this trajectory, I will not be able to recommend you for promotion."
Step 3: Remind them of the goal: Refer to past reviews, unit criteria, or individual career plan
Step 4: Ask for specific solutions - discuss alternatives - get commitment to act
• Mutually discuss alternative causes
Analyzing the cause(s)
-lack of knowledge or skill
-lack of motivation
-lack of clear expectations
• Ask faculty member to suggest possible solutions, suggest alternatives as appropriate
• Getting a commitment to act
-What actions will be taken (specify actions, not just results: what is the person going to DO to change the performance)
Step 5: Agree together - close the meeting
• Summarize the agreements
• Thank her/him; offer encouragement
• Say how and when you will follow up
Step 6: Prepare a written summary of the meeting, including any agreements
Side Tracks: Be Prepared for these Defenses
The Stall
When to expect it: After you have stated what you expect to see.
Approximate Word count = 691
Approximate Pages = 2.8
(250 words per page double spaced)
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