Comments on: How to Keep Performance Feedback on Track

By: Hanne Wulp

Hanne Wulp — Tue, 01 Sep 2020 18:58:12 +0000

I love this response, and would also add something positive to end with, express her value, after she’s committed to the changed behavior/way of responding. In the end, the employee will benefit too from the change in behavior that is asked from her, she’ll only be valued more.

By: Tracy

Tracy — Wed, 19 Aug 2020 17:19:05 +0000

Would also suggest that AA look at their own behavior pattern. Where and when does the positive come into the conversation. It is treated as an after thought or throwaway. Is it safe for the employee to bring up improvement areas or does the company overall have behavior pattern of using it against them when it comes to opportunities or raises.

By: Suzanne

Suzanne — Wed, 19 Aug 2020 14:08:46 +0000

I have found in our organization that, as part of the conversation, validating the positive helps to create a safe environment in which the employee is more open to receiving your concerns. This also helps to reduce defensiveness and the feeling that you are closed-minded toward their value. People need to hear what you say in a way they can hear it and for persisting issues, something has fallen through on this. I would then take more of the approach in the “Above Average” article yet always mentioning their value.

By: John Shoucair

John Shoucair — Wed, 19 Aug 2020 13:03:36 +0000

“Above Average” stated “But when I give feedback, she deflects it.” That indicates there may not be enough continuous positive feedback, which is not clear from the question, and would make a huge difference in the conversation. Kara should never have had to remind AA “And the project came in under budget”. That should have been AA’s positive feedback.

By: Patricia Thurston

Patricia Thurston — Wed, 19 Aug 2020 12:56:55 +0000

Re: How to keep performance feedback on track (Kara-Employee)

QUESTION: is the supervisor a man? If so, this situation could be garden variety benevolent sexism. Women are often described as “overconfident” when they do their jobs competently, and are proud of the job they do. It can be especially troubling to a male supervisor when a woman gets recognition from others, who are not the supervisor, himself. Criticism can be used as way to remind her of “her place”, as the direct report. Women’s responses to criticism are often interpreted as “deflecting” or “angry”, when the criticism is not outright accepted with the smile and “good nature” expected of nice women employees.

Older women supervising younger women can behave like males, especially in industries/work places that are male-dominated.

Or, Kara could be stubborn and your advice sound in this case.