Conversation Planner · for managers
How to talk to an employee who disagrees with their performance review
Read the approach below, or skip ahead and get a plan written for your own situation.
Plan my conversation — free ↓Why the usual approach fails
Managers tend to defend the rating line by line or quietly back down. Defending turns it into a trial; backing down tells them the rating meant nothing. What they usually need is to be heard, and to know exactly what would earn the rating they want.
How to open
"I could tell the review didn't land the way you expected, and I'd rather talk about it properly than leave it sitting there. I want to hear your side first."
Ask before you tell
- "Which part of the review feels most unfair to you?"
- "What did I miss about your year?"
- "What would you need to see from me to feel the next review is fair?"
What to agree before you leave the room
The specific results that would justify the higher rating next time, written down together, and a mid-year check against them.
Make it yours — free
Edit the details below to match your situation and get a full five-step COACH plan by email.
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Built on the COACH method by Jon Kludt, Business Coach · Certified EOS Implementer® · thecoachconversation.com