Get Out Of Your Own Way Ch: 26
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Questions and Answers

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. (correct)
  • It's more effective to correct problems once they've gained momentum.
  • It's less time-consuming to correct problems once they've gained momentum.
  • It's easier 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 make the employee feel more comfortable during the review.
  • To give the employee an opportunity to criticize their manager.
  • To allow the employee to prepare excuses for their mistakes.
  • To take the onus off the manager and encourage open discussion. (correct)

    • What should you discuss during the review to dissipate fear-based awkwardness?

  • The employee's past mistakes and failures.
  • The employee's salary and benefits.
  • The discomfort of giving and receiving performance reviews. (correct)
  • The employee's future goals and objectives.

    • What should you focus on during the review?

    <p>The employee's future goals and objectives.</p> Signup and view all the answers

    What should you include in specific goals to give the employee something to work on immediately?

    <p>Both timelines and deliverables.</p> Signup and view all the answers

    Why is it beneficial to discuss the employee's strengths during the review?

    <p>It helps to comfort the employee who may have been too hard on themselves.</p> Signup and view all the answers

    What is the main purpose of the review process?

    <p>To provide feedback and discuss future goals and objectives.</p> Signup and view all the answers

    What should you avoid during the review process?

    <p>Spending a lot of time talking about past performance.</p> Signup and view all the answers

    What is the result of correcting problems early on in the review process?

    <p>Less time-consuming and difficult to correct problems.</p> Signup and view all the answers

    Why should you discuss the employee's self-assessment during the review?

    <p>To open up a discussion about issues and take the onus off the manager.</p> Signup and view all the answers

    Correcting a problem after it has gained momentum is easier than correcting it early on.

    <p>False</p> Signup and view all the answers

    Asking employees to do a self-assessment before the formal review takes place puts the onus on the employer.

    <p>False</p> Signup and view all the answers

    During the review, the discussion should focus mainly on past performance.

    <p>False</p> Signup and view all the answers

    Giving feedback during the review process should be done in a fear-based and awkward manner.

    <p>False</p> Signup and view all the answers

    Specific goals with timelines and deliverables can give the employee something to work on over a long period of time.

    <p>False</p> Signup and view all the answers

    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.

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    Description

    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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