Comments on: Delivering Tough Performance Feedback

By: Nando

Nando — Thu, 02 Aug 2018 19:27:02 +0000

Great article

By: Can't Seem To Keep A Job? Here's Why -

Can't Seem To Keep A Job? Here's Why - — Wed, 04 Jul 2018 05:30:12 +0000

[…] via vitalsmarts.com […]

By: Maureen Rioux

Maureen Rioux — Fri, 16 Mar 2018 17:17:20 +0000

I think the opening comments could tend to feel negative right off the bat. In order to motivate you have to keep the topic positive and encouraging.

By: Bobbie Pepper-Penn

Bobbie Pepper-Penn — Thu, 13 Oct 2016 11:24:11 +0000

The opening statement, I have feedback probably will work but something else would have been better. Can we talk about you wanting to be a manager.

By: How To Give Hard Job Performance Feedback - Activ:8 Career Coaching

How To Give Hard Job Performance Feedback - Activ:8 Career Coaching — Mon, 09 Nov 2015 20:42:07 +0000

[…] recently came across this Joseph Grenny Q&A that I think anyone who’s ever had to give a performance review would find […]

By: Tati

Tati — Thu, 05 Nov 2015 21:55:56 +0000

Nice example. But it seems to me, that, there is more severe issue, than was mentioned in the story by the questioner.. I recognize some personal insecure-ness of the questioner, and possibly some kind of intimidation from the “ex-mgr”; rather than, just poor performance of that so called “ex-mgr”.. In my opinion, the great leader, would look deeper into the root of the cause, instead of giving the “constructive” feedback with some expectations.. Hence, I did not sense the good intent from the questioner nor ownership of the great leadership skills.

By: Jay Carsten

Jay Carsten — Wed, 04 Nov 2015 14:42:09 +0000

Joseph, I am not crazy about your opener: The words I have some feedback, and I don’t want you to feel reprimanded, could elicit a negative emotional response in their mind; How about….. You know I want you to be the best performer you can be, can I give you some informal constructive feedback?

Share the feedback. If they come across defensive, work to gain trust and a connection by indicating we all have blind spots we need each other to see them. Maybe even share blind spots that your supervisor has pointed out to you.

I think the opening sentence is critical to convey care, connection and that you are sharing info. in their best interest. The supervisor wins only if the players on the team win. No exceptions, it is a law of life.

Joseph, I love the stories from you growing up years. Keep them Coming.

Jay in Texas

By: John Sale

John Sale — Wed, 04 Nov 2015 14:31:19 +0000

Joseph,

What a terrific example of a servant leader. Engage . . . don’t let the opportunity to motivate pass by. Approach the conversation with good purpose. Be transparent about your intent. Then back it up with actions aligned to your words. – Love it!

By: Supervisor

Supervisor — Wed, 04 Nov 2015 12:25:43 +0000

I’ve had a lot of employees come through who state they are really good at what they do until they start to work for me. If she can’t do the job now, how will she do a management job? Sounds like she is not ready for management. Doesn’t matter she was a manager before. I’ve had a lot of “bad” managers. I would tell the truth. By not telling the truth, you are adding to the problem. If she is not ready or you feel she is not good at what she is doing, then state it. You not doing her or the company any favors by promoting someone that is not ready.