Encourage the employee to be prepared; don’t hide what the meeting is about. Suggest the employee complete a self-evaluation prior to the meeting. This will help the employee share what has happened since the last performance discussion.
Empower employees to think about and discuss opportunities for development. When discussing the development opportunities be sure they are work related and tie the learning objectives to performance objectives.
Request the employee share his/her material (e.g. self-evaluation, significant accomplishments, etc.) in advance. This will allow the opportunity for the information to be reviewed and allow the supervisor to be more prepared for the conversation.
“3 Tips to Help Employees Prepare for Conversations About Their Performance”, January 10, 2017, Anita Bowens