Ask open-ended and closed questions

During the discussion, ask open-ended questions (those that don't require merely a "yes" or "no" answer) to encourage participation and generate ideas for addressing a performance problem or skills gap. Through this line of questioning you may be able to uncover the other person's views and deeper thoughts on the problem. This, in turn, will help you formulate better advice. Examples of open-ended questions include:

• "What would happen if ...?"
• "How do you feel about your progress to date?"
• "What are the major challenges with your on-the-job training?"
• "If you could replay that last sales presentation, what would you do differently?"
• "What do you think causes you not to share your views at team meetings?"

Ask closed questions (those requiring a "yes" or "no" response) to achieve the following:

• Focus the employee's response: "Are you satisfied with your progress?"
• Confirm what the person has said: "So, your big problem is scheduling your time?"
• Come to agreement: "Then we agree that your current skills will not take you to your career goals?"