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« When to Decide If You Should Make A Change @steveroesler | Main | What is "contribution?" #management »

July 29, 2011

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Many managers approach performance feedback as conflict and not an opportunity to help develop an employee. As a coach, I find that once the manager shifts their belief from conflict to help, delivering bad news is a more comfortable process.

Great insights; thanks for writing this. The organization I work for does an annual "top small workplace" competition, and I've seen consistently that several of the winners each year have faced key "pinch points" in the recent years -- largely due to the economy -- where leadership needs to be frank with the team and let them know they need to choose between cutbacks designed to "share the pain" equally, or let one or more employees go. Almost always, of course, the workforce chooses the former and they work through it. But the point is that the feedback from workers going through those critical times is that they were prepared to face bad news, even really bad news, but they craved honesty from the CEO, and leadership in general. I think more more leaders, and managers, should realize that, as you pointed out. It's better for affected individual and the business in the long run.

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