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Once you have explored all of these areas explained in this paper then pursue the more traditional performance questions relating to tasks and targets and start by asking them how they think they went with these areas. Listen closely and only add in your two cents worth when you have clearly understood what they have said and why. Ideally a performance discussion should be 80% the employee assessing and 20% you asking questions and adding in your comments and suggestions, as well as your perceptions. If you ask the right questions - you will build a stronger relationship with your employee and create more productive outcomes.
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