SLIDE 11-31 Provide feedback only on that which is observable. You can accurately observe actions and results; however, you can never know the thoughts and feelings of others with certainty. Furthermore, if you focus on attitudes and intentions, you are far more likely to be perceived as judgmental and provoke defensiveness (see the less-effective and more-effective examples in Table 11.5). SLIDE 11-32 Negative performance reviews without measurable and realistic goals may demoralize employees. Employees who receive negative reviews generally want a clear path to regaining positive ratings; they want to be on good terms with their supervisors, and they usually take pride in doing well. Make sure to discuss how they can improve performance in specific ways. You might even set up a development plan that includes action steps, timelines, specific goals, training, and resources needed. By setting clear expectations for improvement, you lay the groundwork for accountability later on. See Table 11.6 for and more-effective examples. 11-33 In nearly all business positions, from entry-level to executive, you will have many opportunities to get feedback about your performance and potential. Seeking and receiving feedback, even when it’s negative, will help you develop the skills you need to make an impact in the workplace and move into new positions. To accept negative feedback and respond to it well requires high emotional intelligence, since you may feel many emotions, including fear, anxiety, and perhaps even anger.
SLIDE 11-31 Provide feedback only on that which is observable. You can accurately observe actions and results; however, you can never know the thoughts and feelings of others with certainty. Furthermore, if you focus on attitudes and intentions, you are far more likely to be perceived as judgmental and provoke defensiveness (see the less-effective and more-effective examples in Table 11.5). SLIDE 11-32 Negative performance reviews without measurable and realistic goals may demoralize employees. Employees who receive negative reviews generally want a clear path to regaining positive ratings; they want to be on good terms with their supervisors, and they usually take pride in doing well. Make sure to discuss how they can improve performance in specific ways. You might even set up a development plan that includes action steps, timelines, specific goals, training, and resources needed. By setting clear expectations for improvement, you lay the groundwork for accountability later on. See Table 11.6 for and more-effective examples. 11-33 In nearly all business positions, from entry-level to executive, you will have many opportunities to get feedback about your performance and potential. Seeking and receiving feedback, even when it’s negative, will help you develop the skills you need to make an impact in the workplace and move into new positions. To accept negative feedback and respond to it well requires high emotional intelligence, since you may feel many emotions, including fear, anxiety, and perhaps even anger.
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