ATTENTION MANAGERS: FEEDBACK ON PERFORMANCE IMPROVES PERFORMANCE
June 25, 2021We believe very much in the value of feedback as a mechanism to improve performance. So why do so many troubling stories abound concerning the negative impact of 360 degree feedback?
There are two main reasons for this:
1. Feedback is often delivered in a negative way leaving the recipient feeling unvalued and sometimes demotivated.
The solution to this is to give sound training to managers in giving constructive negative feedback which includes steps to improve performance.
2. Secondly perceptions on what constitutes good performance or otherwise can differ between manager and team member if that was not clarified at the outset.
The way to avoid such misunderstanding is for the parties to agree at the performance planning stage as to exactly what is the standard of performance required, described in specific, measurable and timely terms.
Our Clients at Leadership At Work know this very well and establish Goals Actions and Measures which clarify each individual’s unique contribution to the team or the organisation. The result is a mutual understanding of exactly what good performance looks like so any feedback is based on whether the level of performance has been achieved or not!