Observe behavior

Key Idea
Observe your employee's behavior both informally (for example, during a meeting) and formally (such as on joint sales calls). Learn what the person is doing well and not doing well, or what skills he or she has or needs.
In the case of performance problems, assess the impact of the person's behavior on others and on the employee's ability to achieve stated goals.

For example, during several team meetings, you notice that Priya repeatedly interrupts others. You wonder whether her behavior prevents others from expressing their views.
As you continue observing, avoid forming premature judgments about the employee's character. For example, instead of deciding that "Priya doesn't respect others," stick to the facts: "Priya interrupted three participants in the first meeting and five participants during the second meeting."

Discuss your observations with trusted colleagues, in confidence. If possible, ask them to observe the person in question.

For instance, invite a colleague to attend a meeting and observe Priya.

Observation is the key to accurately assessing your employee's strengths and weaknesses. Learn the best methods to observe without forming premature judgments.