15 Questions
What is the advantage of addressing problems early on in the review process?
It's more difficult to correct problems once they've gained momentum.
What is the purpose of asking employees to do a self-assessment before the formal review?
To take the onus off the manager and encourage open discussion.
What should you discuss during the review to dissipate fear-based awkwardness?
The discomfort of giving and receiving performance reviews.
What should you focus on during the review?
The employee's future goals and objectives.
What should you include in specific goals to give the employee something to work on immediately?
Both timelines and deliverables.
Why is it beneficial to discuss the employee's strengths during the review?
It helps to comfort the employee who may have been too hard on themselves.
What is the main purpose of the review process?
To provide feedback and discuss future goals and objectives.
What should you avoid during the review process?
Spending a lot of time talking about past performance.
What is the result of correcting problems early on in the review process?
Less time-consuming and difficult to correct problems.
Why should you discuss the employee's self-assessment during the review?
To open up a discussion about issues and take the onus off the manager.
Correcting a problem after it has gained momentum is easier than correcting it early on.
False
Asking employees to do a self-assessment before the formal review takes place puts the onus on the employer.
False
During the review, the discussion should focus mainly on past performance.
False
Giving feedback during the review process should be done in a fear-based and awkward manner.
False
Specific goals with timelines and deliverables can give the employee something to work on over a long period of time.
False
Study Notes
Feedback and Performance Reviews
- Negative feedback is better than none, as it shows that one's actions are making a difference.
- Performance reviews are often uncomfortable for both the giver and receiver, with the giver afraid to criticize and the receiver afraid of criticism.
- "Constructive criticism" can be a scam, making the receiver feel beaten up under the guise of improvement.
- People may panic in the face of performance reviews, especially if they know they haven't done well, due to fear of criticism instilled in childhood.
- Criticism can be a loud, overriding message that obliterates all others, making children of critical parents have brittle self-images.
Overcoming Fear of Feedback
- The goal of feedback should be to provide employees with the chance to be more effective in the future, not to hurt or punish.
- To neutralize fear, both parties should focus on the future and how to improve.
- Employees can be proactive in assessing themselves, developing realistic goals, creating a support system, and rewarding themselves for achievements.
Feed-Forward Approach
- Select stakeholders who have a stake in your improvement.
- Ask them what observable behaviors you could improve to increase their respect and ease of working with you.
- Listen without becoming defensive and ask for clarification.
- Reiterate the desired change and confirm that making the change will improve working together.
Action Steps for Feedback-Receivers
- Be proactive in assessing yourself and developing realistic goals.
- Create a solid support system.
- Reward yourself for achievements.
- Use the feed-forward approach to improve working relationships.
Action Steps for Feedback-Givers
- Refer to the Self-Other Inventory to improve feedback.
- Nip problems in the bud before they become major issues.
- Ask employees to do a self-assessment before the formal review.
- Dissipate fear-based awkwardness by talking openly about discomfort.
- Focus on the future and set specific goals with timelines and deliverables.
Feedback and Performance Reviews
- Negative feedback is better than none, as it shows that one's actions are making a difference.
- Performance reviews are often uncomfortable for both the giver and receiver, with the giver afraid to criticize and the receiver afraid of criticism.
- "Constructive criticism" can be a scam, making the receiver feel beaten up under the guise of improvement.
- People may panic in the face of performance reviews, especially if they know they haven't done well, due to fear of criticism instilled in childhood.
- Criticism can be a loud, overriding message that obliterates all others, making children of critical parents have brittle self-images.
Overcoming Fear of Feedback
- The goal of feedback should be to provide employees with the chance to be more effective in the future, not to hurt or punish.
- To neutralize fear, both parties should focus on the future and how to improve.
- Employees can be proactive in assessing themselves, developing realistic goals, creating a support system, and rewarding themselves for achievements.
Feed-Forward Approach
- Select stakeholders who have a stake in your improvement.
- Ask them what observable behaviors you could improve to increase their respect and ease of working with you.
- Listen without becoming defensive and ask for clarification.
- Reiterate the desired change and confirm that making the change will improve working together.
Action Steps for Feedback-Receivers
- Be proactive in assessing yourself and developing realistic goals.
- Create a solid support system.
- Reward yourself for achievements.
- Use the feed-forward approach to improve working relationships.
Action Steps for Feedback-Givers
- Refer to the Self-Other Inventory to improve feedback.
- Nip problems in the bud before they become major issues.
- Ask employees to do a self-assessment before the formal review.
- Dissipate fear-based awkwardness by talking openly about discomfort.
- Focus on the future and set specific goals with timelines and deliverables.
Explore the significance of feedback through Hugh Prather's quote, and reflect on your own attitude towards receiving and giving feedback.
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