Navigating performance conversations is one of the toughest challenges for new managers. It’s natural to feel nervous about giving critical feedback, but avoiding these common mistakes can help ensure the discussion is productive and constructive.

Mistake #1: Delaying the conversationTackle concerns promptly, and give your team member a heads-up to avoid catching them off guard. For example, you could say, “I’d like to meet later this week to discuss the missed deadline and how we can avoid it in the future.”

Mistake #2: Skipping preparation Enter the discussion ready to cite specific examples of the issue, explain how it impacts the team, and recommend actionable next steps. Preparation shows professionalism and sets a focused tone.

Mistake #3: Not asking the right questions 
Instead of starting the conversation by making conclusive statements like, “You’re not fully focused on your work these days,” ask open-ended questions such as, “What challenges are you facing?” Open-ended questions can reveal underlying causes such as personal struggles, unclear expectations, or skill gaps. 

Mistake #4: Making it personalThis isn’t a confrontation, so focus on the work, not the person. Instead of “You let me down,” say, “The missed deadline led to XYZ. Let’s figure out how to avoid that next time.”

Mistake #5: Failing to create a roadmap
Collaborate on a clear plan with measurable milestones and check-ins. Document expectations and revisit them regularly to ensure progress and accountability.
This tip is adapted from “5 Mistakes Managers Make When Giving Negative Feedback,” by Steve Vamos.
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