Mental health issues and a lack of effort at work may result in emotionally charged performance reviews
In a survey released by the Conference Board think tank in October, 37 percent of respondents said their mental health levels were lower than six months earlier. In the same survey, 30 percent of respondents said their level of engagement at work was lower, and 18 percent said their level of effort had decreased in the previous six months.
Improving the mental health of all employees may be beyond the pay grade of most frontline supervisors. If these survey results are typical, however, it stands to reason that many supervisors will soon face the task of delivering less than stellar performance reviews to some discontented employees. The results may be an emotionally charged exchange.
How to handle emotional reactions
Here are some tips for handling emotional situations that could come up during a performance review:
Crying. The employee who breaks down in tears is probably embarrassed in addition to being upset about whatever it was that triggered the crying. Speak calmly in low, comforting tones. If meeting in person, offer tissues or a drink of water. Suggest a break where one or both of you leave the meeting for a few minutes. Once the employee regains composure, try to resume.
Shouting. Resist the urge to shout back. Speak calmly and do not appear to be upset. If the shouting continues, firmly ask the employee to leave and say you will schedule a time to finish the review after the employee has calmed down. If you feel threatened, notify someone in HR or security immediately.
Walking away or abruptly ending the video meeting. This may be a way of avoiding tears or shouting. If you’re meeting in person, do not attempt to physically restrain the employee. Calmly invite the person to come back or suggest a time to reconvene. If the meeting was virtual, don’t call back immediately, but rather send a message suggesting a new time to meet. They may just need time to gather their thoughts and frame a response. If this behavior happens repeatedly, however, notify HR for advice on how to proceed.
Shutting down. Some people react to negative feedback with the silent treatment. After you finish saying what you need to say, ask open-ended questions to solicit a response. If the silence persists, offer the opportunity to meet again later, after the employee has had a chance to collect their thoughts.
Agreeing wholeheartedly. While extreme agreeableness may sound like a pleasant scenario, it may indicate the employee is so upset they’ve stopped listening and just want to get out of the room. Ask them to summarize what you said or ask how they see the situation. Look for some assurance that they understand the overall performance assessment as well as any goals and objectives laid out for the future.
Key to remember: Performance reviews can be emotionally charged. Supervisors should be prepared to handle negative reactions.