Performance Feedback III – The Receiver

In my previous post I tried to provide a piece of advice on how to offer performance feedback in a manner that leads to a constructive attitude from the receiver.

Today’s post is on the constructive attitude one should have when receiving a performance feedback:

  • Firstly, remember that you are in the same boat and you need to be sure that you are paddling in the same direction. This is not only about you and your needs. This is about how you can both grow and perform together.
  • Secondly, be prepared for this discussion!  You should be the first reviewing your performance, whether the manager asked you to do this or not.  I suggest you to start by listing your achievements and failures, thus you will be able to identify their causes. Analyzing those causes leads you to a better understanding of what you should stop/start/keep doing in order to improve your results.
  • Please note that performance feedback is not only given during the annual performance review. If it is feedback about your work or competencies, it is a performance feedback. You should take it into consideration and act consequently.
  • In order for this to be a win-win situation, be sure that you really listen. The performance review is not about criticism.
  • Don’t blame others for your poor results. The questions you should ask yourself are:”Given the context, could I’ve done better?” and “Was it under my control to change that context?” If you can answer either of those questions positively than this means you have room for improvement. The manager may accept the fact that the outcomes are not entirely under your control (lack of resources provided by the company, market decrease etc), but only to a limited extent.
  • When you challenge one of your manager’s opinions do it tactfully. Bring arguments to support your perspective and be sure you understood his/her arguments, in order to fight them (if the case). Build your case around company’s interest, not your own interest, as the “performance “ part in “performance feedback” refers to how you manage to meet company’s objectives.

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Filed under Career Management, People Management

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