Giving feedback, particularly constructive feedback, is often a stressful task. As counterintuitive as it may seem, giving feedback to a top performer can be even tougher. Top performers may not have obvious development needs and in identifying those needs, you can sometimes feel like you're being nitpicky or over-demanding. In addition, top performers may not be used to hearing constructive feedback and may rankle at the slightest hint that they're not perfect. Amy Gallo, who writes at Harvard Business Review, suggests that, to high performance producers, managers should give both positive and constructive feedback on regular basis, identify development areas, even if there are only a few, and focus on the future and ask about motivations and goals. The expert also advice managers not to presume that a start has reached the limits of her performance, leave the top performers alone, or assume that they know how appreciated they are. ..
View the article
Subscribe to:
Post Comments (Atom)
No comments:
Post a Comment