So when I led training internally and led leadership development, my job was to read everyone's ance appraisals. 2. Most of these appraisals sounded like this: "Sure, they are really good, super helpful, very detail-oriented, great team player. However, they can be a little inappropriate, have a bad attitude, be unmotivated, and condescending. But in general, things are going great." 3. How many of you have received feedback that sounded like this in the past? 4. Who has gotten comments like "inappropriately dressed, rude to someone, condescending"? 5. I have news for you, are you ready? None of these words are feedback, not one. 6. What is the problem with this feedback? It's vague and vague is judgy. 7. Many of you are not giving your employees feedback because you're afraid of this. 8. If you're going to be vague, you should expect a lot of confusion and misunderstandings. 9. If you go back to work and say to one of your employees, "I just thought you were really inappropriate with that customer," they will ask for examples and clarification. 10. You have given them captain crunch, so I'm going to give you a methodology to avoid this in the future. 11. Giving vague feedback is a waste of time and will damage your relationships. 12. If your employees are not receptive to your feedback and are reacting negatively, you need to stop giving them this kind of feedback. 13. It's a waste of your time, and there's a better approach.
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Co Apr 28, 2024 — Teamwork Performance Reviews (2022) A review of the most effective techniques for assessing Teamwork Performance Review Phrases. For a summary on best practice and to access the full set of Phrases see Part 3 of this series: Managing Management and Process Improvement, by Algrim.
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