It is important to establish two-way dialogue, especially when discussing poor performance. Based on the assumption that the other person wants to work effectively, managers have to discover what is currently preventing that, and how, working together, you can jointly solve the problems. Having gone through all the necessary preparation to confront someone with their poor performance - how does the manager then actually undertake the confrontation? This tool introduces new managers to another useful approach: What? So what? Now what?
- To show managers how to manage the discussion of someone's poor performance with them.