Performance Reviews don’t need to be painful

by Dave Kaster for:  on Feb 20, 2014 • 11:58 am

Performance reviews at work are akin to having an unwanted surgery or making that dreaded trip to the dentist.  In a recent video that she created for, Michelle Tillis Lederman (author of “The Eleven Laws of Likability”), gives some winning advice on providing constructive criticism at work.

First, she says, you should view it as effective feedback, not constructive criticism.  There are too many emotional overtones to the words ‘constructive criticism’.  Once you have that view firmly in mind, use her four step model:

  1. Ask
    • Ask how your subject how they think they are doing
    • Give them an opportunity to benchmark their own performance and progress
  2. Elaborate
    • Add on specific instances that help clarify their viewpoints
  3. Empower
    • Empower them to come up with ideas about how they can improve
    • Give them the ability to be accountable for their actions and performance
  4. Collaborate
    • As manager, add ideas to help performance issues
    • Come to an agreement on what those steps and measurements will be.
Next, keep in mind while giving the feedback it should be:
  • Timely, specific and relevant
  • Balanced, honest and respectful
  • Future focused and actionable
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