Actually I disagree with the question. Motivational interviewing is a therapeutic technique that supports change as a treatment approach. Using the term motivational interviewing in this context is condescending to the staff. Having said that…be inspired by the practitioner of motivational interviewing, by all means! This is an interview, and you can support the growth of the staff you are in a conversation with. With this approach - the performance conversation is about supporting the person. Not grading them. What does the person feel they do well? What is difficult? What do they want to see change? Can you create open and honest space to collaborate toward a vision of employment that meets both of your needs?

Encourages Open Dialogue – Instead of a one-sided evaluation, MI uses open-ended questions to let employees express their perspectives. Example: “What aspects of your work are most challenging for you right now?” Uncovers Internal Motivations – Employees often hesitate to reveal personal struggles or workplace frustrations. Using reflective listening and affirmations, you can help them articulate underlying issues. Example: “It sounds like you’re feeling overwhelmed by the workload. What do you think would help you manage it better?” Reduces Defensiveness – Traditional reviews can make employees feel judged..

I would begin by fostering a supportive environment in which employees feel at ease sharing their thoughts. Utilizing frameworks like the OARS technique which can assist in steering the conversation constructively. Additionally, I'd pose open-ended questions to delve into concerns, motivations, and the underlying challenges impacting performance. To encourage self-reflection, I'd actively listen and affirm strengths while gently addressing gaps. This helps employees articulate their own solutions, fostering ownership and growth. When resistance arises, I stay patient and reframe challenges as opportunities for improvement.

To ask open endes question, instead of asking questions you can have meal with them and discuss in a friendly manner. Let them discuss in friendly evniornment..

Motivational interviewing can be a powerful tool, especially in uncovering barriers to success. One key strategy is creating a safe, non-judgmental environment where employees feel comfortable sharing openly. I find that framing the conversation as a collaborative discussion—rather than an evaluation—helps reduce defensiveness and builds trust. Integrating change talk—where employees voice their own reasons for improvement—can lead to more meaningful development. I also like to explore ambivalence by asking, ‘What makes this goal important to you? What’s making it difficult?’ This often uncovers workplace challenges that might not surface otherwise. How do you foster trust and openness in your performance reviews?

Ask Open-Ended Questions → Encourage employees to share concerns beyond surface-level performance. Use Reflective Listening → Repeat and clarify their responses to show understanding and uncover hidden challenges. Identify Ambivalence → Help them explore conflicting feelings about their role and performance. Guide, Don’t Direct → Empower them to set personal growth goals rather than imposing solutions. Reinforce Strengths → Highlight what’s working well to build confidence and motivation for improvement.

Motivational interviewing (MI) in a community pharmacy performance review fosters a deeper conversation, uncovering challenges like workflow inefficiencies, burnout, or confidence gaps in clinical services. Through open-ended questions and reflective listening, employees feel heard and empowered to express concerns. This approach helps reveal barriers such as understaffing, lack of training, or unclear expectations. Solutions emerge collaboratively—adjusting workflow, providing targeted training, or enhancing team support. By guiding employees toward self-motivated improvements, MI strengthens engagement, builds resilience, and cultivates a more supportive, solutions-driven pharmacy environment.

Motivational interviewing can be a powerful tool in performance reviews by fostering a supportive and open environment. Asking open-ended questions allows employees to reflect on their challenges and successes, providing deeper insights. Using reflective listening helps to show empathy, ensuring the employee feels understood and respected. Affirming their strengths reinforces a positive mindset, making it easier to address areas of improvement. It's also important to create a safe space where employees feel comfortable discussing their concerns, which helps uncover any underlying issues.