Welcome to Manager Tools. Today's topic, How Did You Deliver A Shot Across the Bow Review?

Here we go. Mark, let me ask you a question.

What do you do when you have a direct who's failing, who's not performing well, and you've got to get that message across, it's review time, but you can't for organizational reasons, right?

You don't want to kill the person.

You can't submit it.

How do you handle that?

Yeah, it's a good one, right?

Because you'd like to think that the review process would allow you to give them a really candid review, but we know better, right?

And what you do is you give them a shot across the bow review.

We've already done shot across the bow for feedback, and basically when we talk about shot across the bow for feedback and basically when we talk about shot across the

vow for feedback we say give them the feedback and when they push back walk away.

The point is you're letting him know this is serious. With reviews it's a little bit different because obviously

there's a greater sense of urgency. The fact is the corporate culture may require reviews

to be inflated and you give him an actual review they'll get fired.

And so we have three points we're going to make.

This cast follows right after one we just did

about the unofficial review.

And so we just want to spend a minute.

Point one is talking about the necessity

that evaluations are organizational documents and you've got to recognize that.

You can't be as candid as you want to be in reviews. We'd love for you to be able to but you can't.

In 99% of the places we've ever been. Number two, for someone who's failing and you want to get

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