An employee review should be based on specific, documented measures of behavior, performance, results and attainment of goals. It should not be based on memory but on facts. When you use more specific data and examples, your feedback tends to generate far less resistance.

If an employee is disputing the ratings they have received on a review, a next step should be to meet with him and jointly establish specific performance and developmental goals for the coming period. Once these goals are in place, you should provide him with ongoing formal and informal feedback, coaching and guidance. By doing so, he will be more productive and your next formal evaluation session with him should go over a lot better. If you find that an employee is spreading rumors or lies about you at work, disciplinary action is justified. You should make sure you have all the facts before you take action, though.