This morning, I went to a local chapter of SHRM - that’s the Society for Human Resource Management. I had the opportunity to brainstorm how to handle it when an employee responds “very emotionally” during performance reviews, with “very emotionally” explained as “anger, tears, shouting, etc.”
My small group had experience in all aspects of human resource management, so we pooled our best advice; here it is!
Give Performance Feedback Often
Assuming the performance feedback was given during a formal evaluation, the first thing to understand is that nothing in a formal evaluation should be a surprise. Ideally, we all work with supervisors who let us know how we’re doing frequently, and talk to us as soon as problems arise.