Feedback

In traditional performance management processes, feedback is often one-sided, infrequent, and vague. Feedback often comes at the end of the year, long after the event actually took place. As a result, performance discussions become a stressful experience for everyone involved. 

Evolving performance management means changing our perspective on feedback. In this revised practice, both employees and managers regularly seek feedback from one-another and deliver insight skillfully. By giving and receiving feedback more often, the practice becomes normal, expected, and part of the way you and your team grow continuously. 

The first step to learning more about yourself is to ask for feedback. You can ask for feedback from a variety of sources after completing a task, delivering a presentation, leading a meeting, or interacting with a client. This can be as simple as asking, "What's one thing you'd like to see me do differently next time?" 

Delivering feedback skillfully can amplify its impact and accelerate learning. At the university, we coach managers and employees to deliver feedback by describing the specific Situation that inspired the feedback, the Behaviour that was noticed, and the Impact that the behaviour had on you, the team, the result, and so on (Center for Creative Leadership, 2018).