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Checklists for Criticism Conversation

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Example Checklists (5)

1
Standard Critique Conversation
2
Addressing Performance Decline
3
Dealing with Defensive Employees
4
Follow-Up Discussion
5
Engaging with High Performers
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Standard Critique Conversation

This checklist provides a universal framework for preparing and conducting critique conversations, regardless of the specific topic. It helps leaders to engage in a structured and constructive dialogue that is fact-based and solution-oriented.

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1Preparation for the Conversation

Gather concrete examples, data, or observations that support the issue. Avoid assumptions or hearsay.
What should be achieved by the end of the conversation? Formulate a clear, attainable goal.
Consider why the issue may have arisen and what explanations the employee might have.

2Conducting the Conversation

Use 'I-statements' and stick to observable facts. Example: 'I noticed that...' instead of 'You always...'
Explain what consequences the behavior or problem has.
Give the employee space to express themselves and actively participate in finding solutions.

Addressing Performance Decline

An employee who previously delivered consistently good performance has shown a noticeable decline in recent weeks. This checklist helps to approach the conversation in a structured manner and to explore the underlying causes without jumping to conclusions.

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1Preparation for the Conversation

Concrete numbers or metrics (e.g., sales figures, project progress, error rates) are essential.
Are there changes in the work environment that could explain the decline?
Subjective impressions can provide clues, but should not serve as the sole basis for the conversation.

2Key Questions in the Conversation

Provide space for personal matters without being intrusive. 'I am concerned because...' can be a good way to start.
What does the employee need to regain full performance? Are there systemic issues?
Establish what should be achieved by when and how progress will be monitored.

Dealing with Defensive Employees

An employee reacts to any form of criticism with immediate defensiveness, justification, or aggression. This checklist helps to break through these defense mechanisms and enable a constructive conversation.

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1Preparation for the Conversation

For defensive individuals, comprehensive evidence is crucial to avoid blame.
Do not let yourself be provoked; remain objective, even if the employee becomes emotional.
A relaxed atmosphere can minimize defensive behavior.

2Strategies in the Conversation

Talk about your perception and its impact on you or the team, not about the employee as a person.
Repeat the employee's statements to show that you have listened ('If I understand you correctly...').
Focus on the joint search for ways to improve, not on finding someone to blame.

Follow-Up Discussion

Despite an initial feedback conversation and agreed-upon measures, the problematic behavior of an employee has not improved or has recurred. This checklist assists in escalating the issue and establishing more binding steps.

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1Preparation for the Discussion

Have you documented all points from the last conversation in writing? Were the measures implemented?
Record when and how often the problem has recurred and what consequences resulted.
Consider in advance what next steps (e.g., formal warning, reassignment) could be initiated.

2Strategies in the Discussion

Make it clear that this is not a new situation, but a continuation.
It must be unequivocally clear that the behavior is intolerable and consequences are imminent.
Define what needs to change by when and how progress will be monitored.

Engaging with High Performers

An otherwise excellent employee, a 'High Performer', shows weaknesses or behaviors in a specific area that affect team dynamics. This checklist helps facilitate these sensitive conversations constructively, without undermining motivation.

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1Preparing for the Conversation

Recognize the employee's achievements before providing criticism. This builds trust.
Stick to the facts and avoid generalizations. For example: 'In project X, you did...' instead of 'You always...'.
High performers can feel overwhelmed or underwhelmed in specific situations.

2Strategies for the Conversation

Emphasize how improvement benefits the employee and the team.
Ask for their ideas and approaches for improvement. High performers value autonomy.
Highlight what assistance the company can provide to address the issue or develop new skills.

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Why You Should Use Our Checklist Generators

Structured preparation leads to more productive conversations and better results for you and your employees.

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Personalized Checklists

Every checklist is specifically tailored to your context, your experience and your concrete conversation goals.

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Checklist Generator für Feedback Conversations

Create your personalized checklist in just a few minutes für Feedback Conversations. Der Generator berücksichtigt die spezifischen Anforderungen dieses Gesprächstyps.

Checklist Generator für Criticism Conversation

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