Read this and make a comment like I agree with your comment etc $.$ The skills required for tell$-$and$-$sell: This requires persuasion, motivation, and behavior change tequilas. Reactions that can be expected from this are stuff like resistance or reluctance if the employee feels forced, but it can be a last resort when other methods fail. When talking about the tell$-$and$-$listen review meeting type, you're going to need to make sure you have good skills in active listening, empathy, and ability to create a safe space for the employee to express feelings. The reactions that can be expected from this review meeting type are more positive, with employees often feeling heard or understood, which can help address frustrations or negative emotions. The last kind, problem solving, facilitation, joint problem$-$solving, and the ability to foster mutual buy in are key.Reactions that can be expected include a collaborative mindset, shared ownership of solutions, and a commitment to improving performance.Developing problem solving skills for review meetings is really important for a manger.Receiving training in the facilitation, active listening, and collaborative problem solving tequiques are very important. Practice guiding discussions that involve self$-$evaluation, comparison of viewpoints and join solution finding are also great skills that need to be developed. The ways to develop these is by seeking feedback and coaching from experienced facilitators or other HR professionals. You can also attend workshops or even seminars on the effective performance review methods. Lastly I$\text{'}$d want to make sure that a manager is able to gain experience by leading problem solving reviews starting with lower$-$stakes situations so they can 'get their feet wet' and figure out the best ways to conduct them.I think that the lead desirable method is clear, and that is the tell$-$and$-$sel method. While it may be necessary in certain cases, it lacks the two$-$way communication of the other styles and risk breeding a resentment or resistance by the employee if perceived as overly forceful or manipulative.