Things to keep in mind:
- Feedback and performance conversations should be ongoing.
- Signal when you are having a performance conversation. Sometimes it’s so informal that people don’t even recognize that they are receiving feedback. This is particularly important if performance is not going well.
- Be specific about what performance is expected for each role. Provide examples of what good performance would look like.
- Be sure to indicate what follow up is needed – and follow up. Lack of follow up may signals that you are not interested, or that things are better, when in fact they may not be.
- Are you making the performance conversation two way? Any performance conversation is an opportunity to get feedback for yourself.
- Experiment with leading with what the other person sees and observes about their own behavior. What do they notice?
What else is important to note in your feedback conversations?
Enjoy your conversations!
Leadership | Teamwork | Business Success
Author of multiple books including Effective Virtual Conversations (2017), PlanDoTrack (2019) and From One to Many: Best Practices for Team and Group Coaching (2013)
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