Performance Evaluation Discussion? The Ombudsman Can Help!
Are you ready to discuss performance? Or is the prospect of the conversation making you nervous?
The policy requires all staff to have ongoing conversations about performance. Consider it as an opportunity to reflect on achievements and challenges of the previous year, and to build your relationships.
At the Office of the United Nations Ombudsman, we know that difficult conversations may result in conflict. Giving and receiving feedback can be unnerving, and, under stress, it is easy to fall back into the patterns that we have seen such as withdrawal, resignation, defensiveness, or even attitudes perceivable as threats. Together, we can help you to ensure that conversations on performance can be helpful and reinforcing.
BEFORE: PREPARE
Agree on a time and location convenient to both of you.
Review the work plan, goals and competencies, and do a pre-assessment. Listing concrete examples to support your thoughts could help ground the future conversation in objective facts rather than subjective feelings and judgements.
Arrive at the conversation on time, rested, fed and positive.
DURING: PAY ATTENTION
Remember: feedback is an opportunity for valuable learning. Managers may judge the overall performance, not the individual.
When giving feedback, emphasize accomplishments, remain empathetic and factual to describe shortcomings, and explore ways to improve together. Allow the receiver time to talk.
When receiving feedback, listen carefully. Refrain from interrupting your listening by preparing for your response. Ask what you could do to continue performing well, or for concrete examples of what went wrong.
| Objective | Language |
|---|---|
| State the facts | When I see/hear... |
| Explain what it means to you | I assume, believe... |
| Let them know the impact | And as a result, I... |
| Confirm your understanding | What’s your perspective? |
| Look for common ground | What are your/my needs? What is shared? |
| Get commitment for action | I would like you to... because... What do you think/suggest? |
| Ask for feedback | How can I build on my strengths? What is one thing you see me do which is getting in my way? |
AFTER: REFLECT
Thank your supervisor/supervisee and ask for regular feedback sessions. Celebrate your successes and prepare a set of clear goals for the year ahead, incorporating what you’ve learned in the conversation.
STILL UNCLEAR OR ANXIOUS?
For questions on the process, please check the .
For help with the conversation ahead, regardless of your role, contact your local Human Resources Adviser or the United Nations Ombudsman at unoms@un.org.
REMEMBER
Feedback provides an opportunity for valuable learning. It is the responsibility of managers to evaluate overall performance, not judge the individual – a process where both can learn.
