What To Say When You Want To Criticise

Resolving performance concerns together

If you think there's a problem with someone's performance, you're right to address it. But be clear, specific and factual about your concerns - and be open to the other person's perspective, too. Work together to explore and resolve the issue.

Summary of learning messages

• Avoid making it personal
  You are trying to solve a problem, not cause conflict

• Stick to the facts
  Describe the problem as it appears to you, using specific information

• Ask for the other person’s perspective
  The situation may look completely different from the other person’s view

Explore other resources about:

• Communication & Teamwork
• Managing Performance & Productivity

Discover other relevant resources related to these topic areas:

• Are you being clear?
• Communication skills
• Giving feedback
• Managing a poor performer?
• Managing people
• Personal development reviews
• Problem solving
• Reviewing performance

Exclusive to the Performance hub

What do your people need help with? Maybe it's a 'tricky conversation' with a member of their team; perhaps they need to contribute more effectively to remote meetings; or maybe they're seeking support for their next performance review... whether they are a manager or not, and whatever work scenario they face, our resources enable them to do it better.

The Performance hub resources are designed to improve your people's performance and wellbeing at work. Find out more at the Staff Skills academy+ website.

With short videos, podcasts and interactive activities, this is a treasure trove of valuable tips, phrases, techniques and models your organisation can make available immediately, to everyone, for a simple corporate-wide subscription. Topics covered include management and leadership, communication and teamwork, culture and wellbeing, and personal effectiveness.