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Providing performance feedback can provoke anxiety for both managers and employees. Current practices often involve infrequent assessments, leading to misunderstandings and low morale. Effective feedback should be frequent, constructive, and involve both parties in the discussion. Encourage self-evaluation before meetings, recognize positive performance, and focus on behaviors and results rather than personal traits. Set concrete goals and outline a timeline for review to foster a supportive environment. Implementing these practices can enhance performance and reduce anxiety.
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Performance Feedback • To correct any deficiencies • Provokes anxiety for both managers and employees
Sample Feedbacks • This young lady has delusions of adequacy • He sets low personal standards, then consistently fails to achieve them • Works well when under constant supervision and cornered like a rat in a trap • This employee is depriving a village somewhere of an idiot
Recommendations • Feedback should be given frequently, not once a year • Create the right context for the discussion • Ask the employee to rate his or her performance before the session • Encourage the subordinate to participate in the session • Recognize effective performance through praise
Recommendations • Focus on solving problems • Focus feedback on behavior or results, not on the person • Minimize criticism • Agree to specific goals and set a date to review progress
