When informing a generally satisfactory supervisor that some aspects of his work are unsatisfactory, what is the most effective interview approach?

• A. Tell him that his work is completely unsatisfactory and that you expect better in the future
• B. Start the interview by making, if possible, some favorable comment about his work
• C. Indicate briefly to him what is wrong and close the interview without giving him any chance to comment
• D. Tell him that you don't want him to be upset but that you have received a complaint from the borough commander

Answer: (B)

Begin with a favorable comment about his work to set a cooperative tone. When feedback starts on a positive note, the supervisor is more likely to listen openly and not become defensive, especially since the goal is to address only certain unsatisfactory aspects rather than condemn overall performance. After anchoring the conversation, describe the specific behaviors or results that fall short, using clear, concrete examples and focusing on actions rather than personal traits. This helps him see exactly what needs to change without feeling personally attacked. Invite his perspective and invite ideas for how to address the issues, turning the talk into a collaborative problem-solving session. End with a concrete improvement plan and a follow-up or check-in to monitor progress, which provides support and accountability. Other approaches—bluntly labeling the work as completely unsatisfactory, closing the conversation too quickly, or citing complaints from others—tend to raise defensiveness, shut down dialogue, and reduce the chances of meaningful improvement.