Often performance conversation are very crucial conversation which many managers try to avoid. Following are suggestions to balance empathy and honesty 1. Be Specific: Provide realistic targets which were to be achieved. 2. Provide support without removing responsibility. 3. Give feedback through STAR model on what is working and what is not working. 4. Create involvement through inspiring stories

1. Start by acknowledging their efforts and asking if there are any challenges affecting their work. This shows you care about their perspective. 2. Clearly outline the performance issues with concrete examples. Avoid generalizations and focus on the impact of their actions on the team or project. 3. Work together to create an improvement plan with clear goals, timelines, and support mechanisms. Show belief in their ability to improve. Empathy builds trust, and honesty drives clarity. A supportive yet straightforward approach fosters accountability and growth.

Avoid generalization and sweeping statement when giving assessment of any type. You can become bias and unfortunately this is done by other managers. People can lose motivation. Have a direct talk with that person together with specific examples. Highlight the purpose of the talk is more on constructive approach rather than destructive. People can relate more when discussing his actual experience. What is the expected outcome and what steps to follow. Discussed to the person what had happened and the reasons why it happened. In this way, that person can fully grasp the situation and can answer why he did not make it. It is more effective that it will be done in an honest and constructive approach. Collaborate on a plan for improvement.