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Use this tip to close performance review meetings effectively

by , 24 June 2014
Performance review meetings are no child's play.

You first have to prepare all the necessary documents, hold a pre-appraisal meeting and then hold the final performance review meeting.

During the review meeting you may face difficult situations such as:

1. Shouting, swearing and abusive language;
2. Sullen, disinterested, non-responsive behaviour;
3. Angry, threatening or violent behaviour; and
4. Tearful, whining (child-like) behaviour.

Despite all this, you have to end your performance review meetings effectively and in a professional manner. Here's one useful tip you can use to do this.

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Here's how to close your performance review meetings effectively

Closing a performance review meeting is almost similar to how you'd handle interviewing an applicant. You have to start strong and end on a stronger note.

Experts behind the Practical Guide to Human Resources Management say despite any difficulties during the meeting, you must always end on a positive note.

Make sure you sound optimistic, but be as genuine as possible. For example, say:

'Jim, I really want to thank you for your participation today. It's sometimes tough to discuss areas for improvement but keep in mind that there are some areas where you've done an excellent job, so I know that you're capable of meeting the tasks assigned to you head on. Call on me if you need me to help out or if you encounter difficulties getting something done. I think you have a great opportunity to shine and my job is to help you do that. I'll send you copies of all the documents we completed today and I'll see you at the departmental meeting later this afternoon.'

It's that simple. Use performance reviews as a motivational tool and not a platform to judge. Ending on a positive note will definitely motivate your employee to do better.

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