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Keep rebounders moving up

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in Leaders & Managers,Performance Reviews

"Patrick, you've made excellent progress on correcting deficiencies we talked about six months ago," said Sid.

"Cool," Patrick replied. "Does that mean I can get another performance review?"

"Maybe," Sid responded. "Perhaps I should say you had made excellent progress. What I've seen in the last month ... well, I'm not sure if it's backsliding, yet. But I would not, at this point, want to re-do your performance review. Not until I'm sure that the improvement I've seen is here to stay."

Patrick scowled. "And when does that happen? After I quit?"

"Not at all," Sid said. "It's my job to keep you on the rebound, and if I give you another substandard review, it means I'm not performing either. So we're in this together."

We've seen lots of cases where, after a bad review or disciplinary action, employees really turn themselves around — temporarily. Here's what Sid did to make sure Patrick didn't turn into a yo-yo performer:

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