It might be tempting to think the biggest challenge with employee performance meetings is the employee. But in reality, it's the manager. Specifically, the manager's reluctance to discussing performance.
When performance is good, often managers think there's no need to take time out of everyone's busy day to talk about it. The thought is that employees should know their performance is good. And while that might be true, it can be very beneficial to discuss good performance anyway. Reinforcing good performance brings more than a confirmation. It provides recognition and creates engagement.
On the flip side, when managers need to discuss a not-so-good performance situation, they might have a tendency to ignore it because some managers have the impression that discussing performance is a form of punishment—both for them and the employee. So they rush through the conversation to make it less painful and it doesn't accomplish the goal.
Good managers...