Participation has to do with the extent to which employees have an opportunity to contribute during a discussion. Research shows that the more an employee participates, the greater the employee’s satisfaction with the discussion and the manager, and the more likely it is that performance goals will be met. Positive outcomes (e.g., feeling the supervisor is more helpful and constructive) have also been demonstrated when supervisors explicitly welcome employee participation during discussion.

Employees are more likely to participate when they perceive that the threat from a supervisor is low. Subordinates see the performance discussion as fairer when they are given a chance for two-way communication.