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. Wh