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2TORIAL
Learn2 Provide Effective Employee Reviews (continued)
Step 6: Meet one-on-one

It's essential that managers meet with employees individually to discuss reviews. If you just hand employees written comments, they'll feel like students rather than colleagues. Face-to-face meetings provide the opportunity for the two of you to come to a consensus about what's working and what needs to change. To create a productive atmosphere in which mutual respect prevails, try the following:

Meet alone in a neutral setting. Meet in a private, neutral setting--for example, a conference room instead of your office--so both parties can speak frankly and on a more equal footing.

Listen. Good managers will use the review meeting to listen to employee concerns. For example, you may discover that an employee's under-performance is not his or her own fault but the result of a more systemic problem. And while most employees won't confront you directly, try to listen for clues about how you could do your job better.

Keep meetings brief. Schedule meetings with a specific beginning and end time. By scheduling the meeting, you show that you take it seriously. Less than 15 minutes probably won't give you enough time to discuss important issues, but more than a half hour leaves room for employees to dispute minor points.



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2TORIAL STEPS
Introduction
Step 1: Have a clear philosophy
Step 2: Prepare the groundwork
Step 3: Design the review process
Step 4: Obey the law
Step 5: Keep reviews positive
Step 6: Meet one-on-one

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