Awkward Performance Review

Have you ever faced a Crucial Conversation like this? We can help.
Rather than focus on systems, processes or even strategy, Crucial Learning focuses on human behavior. Based on more than 30 years of ongoing research, our training solutions have been taught to more than 2 million people. Our RUclips page is a place where you can watch a few of our fun videos, hear from some of our clients, and see 20-min "BIG Idea" talks from our annual thought-leadership event - REACH.
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[@renaepollack3809]

Is there a part 2 to this? And where can I find it cause I wanna see how this ends.

[@patrickmba9614]

This one may not just be crucial but also excruciating

[@Dan-di9jd]

What exactly can be done though on either side? The guy feels he deserves a promotion but the manager feels his performance is bad. What more could be said other than no for her, and him trying to find a new job? At some point what's best for the company and the other what's best for his wife and new baby. I suppose the only thing either side can ask is if they're basing it all on their emotions or feelings of the person or are they actually based on some reality? That's really the only internal conversation either side can have. For him, asking himself if his performance really needs improvements? And for her, she can ask if he's really as bad of a worker as she sees? If both can't come to the conclusion, then really it's best for him to part ways.

[@nickleach3570]

such a classic situation!

[@ashleydavis2970]

First