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Instructions and Help about Employee performance review phrases
Hi besties alan manning here your leadership speaker author and organizational development experts today i want to talk to you about for performance review phrases that help improve bad behavior now in a perfect world everybody was show up to work on time everybody would get along with each other and they would all give a hundred percent to everything they do unfortunately that's not reality and we need to start having some of those difficult conversations with people but what i found from most managers is they avoid having those conversations because they're uncomfortable they don't know how the employee is gonna react or they just don't know what to say but what i've also found is that if managers don't have those conversations then not only does a bad behavior continue but it's like a virus and it starts to spread to the rest of the team so i'm going to give you four performance review phrases to help you improve bad behavior and help you have those difficult conversations we're gonna use the acronym fear as we go through this and we'll also use the example of someone being late to work because i think that's an issue we've all dealt with so the eff and fear stands for fact and this is just simply state the fact of what you've noticed about this bad behavior and i would be specific with it so for instance you would say here i've noticed that you've been linked to work the past couple of days that's it just the fact no emotions involved whatsoever remember that you set the tone for the whole conversation so be the thermostat not the thermometer next the e stands for explain you want to simply explain how their bad behavior is affecting the team morale or is affecting the project that they've been working on let me give you an example with being late when you're late i have to disperse all of your tasks amongst the rest of the team and everybody else falls behind on their work as well alright a stands for action this is where you want to sustain the action you want them to take in order change that bad behavior so let me give you an example here and where I see a lot of leaders make a mistake here is they ask them to take a different action instead of tell them you will lose all credibility if you ask them you need to be firm here be aggressive and be strong in this actually they're asking them to take action I need you to be here at ADM when your shift starts from here on out that is a simple action it's to the point and I stated it I didn't ask it and R stands for result and it can be a positive result or a negative result so let me give you an example of a positive result first after you state.