How To Conduct the Corrective Interview

Planning the Corrective Interview

  • Compare and document job performance against standards/expectations
  • Review employee file and policy/procedure; discuss with HR, management, or FEAP (Faculty and Employee Assistance Program) as necessary
  • Discuss with FEAP whether a formal referral to FEAP might be indicated
  • Schedule meeting at a time and place that provides privacy. Give employee advance notice of the meeting and it’s purpose to allow time to prepare
  • Be prepared to deal with resistance, denial, or hostility. Employee Defense Strategies can help managers prepare for possible responses. Keeping on track is key.

Performing the Corrective Interview

  • Create a sincere, open atmosphere
  • Review purpose of meeting and share concerns in specific, behavioral terminology
  • Keep focus on job performance; Note job requirements and specific improvements needed
  • Present facts using documentation you have compiled
  • Encourage employees to discuss/respond to concerns; Full discussion is critical
  • Listen!
  • Agree upon action plan with time frames
  • Discuss consequences of failure to improve

When addressing an employee who is exhibiting performance problems, it is very important to have documentation of the specific performance issues, as well as the steps you, as supervisor, have taken to address these issues with the employee. 

For more information, see How to Document Employee Performance.