Confronting Continued Performance Issues

Confronting Continued Performance Issues

Step 1: Opening the meeting - state what you've observed

• State the purpose of the meeting
  • "I have a concern that..."
  • "I feel I need to let you know..."
  • "I want to discuss..."
  • "I have some thoughts about..."

Step 2: Wait for a response - getting agreement

• A key concept here is getting faculty member agreement. If she/he doesn't agree that a problem exists, it is unlikely that there will be a change in performance.
• Cite specific examples
  • "I've noticed that..."
  • "I've observed this problem several times."
  • "As discussed in our last performance review meeting..."
• Clarify consequences (both natural and imposed)
  • Natural (Understanding the results or outcome of what he or she is doing wrong or failing to do right) - "If this continues, you will continue to have high turnover of your research assistants."
  • Imposed (Understanding the consequences to him or herself if there is no change.) - "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