Managing Performance and Giving Feedback
Everyone needs feedback, corrective and praise. Done well, feedback is the life blood of improved performance. Done badly, or not done at all, it leaves people disrespected and unsure of what they’re supposed to do and how they’re doing overall. This can be a difficult process fo many managers - performance and feedback conversations.
Effective performance management needs a simultaneous tight and loose approach. We need tight expectations and a looser autonomy to make sure people can deliver.
Each person needs a personal performance management strategy that builds on individual strengths, has a strong developmental component and allows each person to reach their potential.