Every successful entrepreneur eventually has the experience of giving what is perceived to be negative feedback to an employee, manager, vendor, or partner.  Providing this kind of feedback is essential to leadership, and it is the most direct way to provide direct reports with information on how they are performing.  This type of communication is best handled face-to-face – and NEVER by email.

While some of these communications happen at regularly-scheduled intervals, such as at semi-annual or annual reviews, frequently it becomes necessary to provide this kind of feedback on shorter notice at the time underperformance is detected.  It is common for some personality-types to put off these conversations, which only delays the inevitable.

Others find it easier to deal with in very brief but pointed meetings in the attempt to avoid confrontation. This usually results in confusion by an employee who is looking for a more detailed explanation, or who feels that his/her side of the story has not been told.  Yet other personalities become so frustrated with the performance issue that the focus is heavily weighted on shortcomings without offering advice, direction or suggestions on how to improve, or on what type of training needs exist. Read More→

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