Eliminate Judgment
BECAUSE JUDGMENT IS NOT FEEDBACK
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A major part of your job as a manager is to give feedback to your employees to help them meet and exceed your performance expectations. It should be easy, right?
Just share your perspectives with employees, and they will improve, grow, and develop. As easy as this concept sounds, most managers struggle with giving feedback that is constructive, specific, productive, and received in the way it was intended. One reason giving feedback is tough is because we often don't give feedback; we make judgments. Don't feel bad. We all do it.
Performance conversations will be most impactful when you focus on judgment-free evidence. A critical mind-set for a painless performance conversation is to eliminate judgment.
Often, we don't even realize that we've made a judgment when we are trying to provide helpful feedback. Here are a few examples:
Judgment: "You didn't prepare enough for that important presentation." Feedback: "There were details and statistics that were not included in your presentation. For example . . . "
Judgment: "You are not carrying your weight on the team." Feedback: "You have completed three case files this week. Your peers are completing an average of six case files per week, and the standard is five files per week."
Judgment: "You did a great job today with the Jones complaint." Feedback: "Your ideas for solving the Jones complaint were innovative and effective. You gave the customer several options, all of which were appropriate given the situation."
You've been forming your opinions and perspectives since you and the employee first met. It can be tough to remain focused on the evidence and withhold judgment. Yet, facts and evidence will always be more influential (and less painful) in helping the employee see the impact of their behavior.
If your goal is to mold and improve employee performance, leaving your judgments out of the conversation will help employees focus on their own behaviors rather than on what you think of them.
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Resources That Build Confidence
USEFUL TOOLS FROM ME TO YOU
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Purchase a copy of Painless Performance Conversations (if you haven't already) and post a review on Amazon, and we will send you a link to our mini webinar: Getting Started with Painless Performance Conversations. Just email us to let us know your review is posted on Amazon and we will send you a link to the webinar!
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Final Footnotes NEWS & EVENTS FROM MARNIE
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I recently sat down with fellow speaker and NSA member Craig Price to talk about Painless Performance Conversations as part of his popular podcast program, Reality Check with Craig Price.You can access the full interview on our blog: Painless Performance Conversations Podcast. As always, if I can support your efforts to enhance your organization's performance management practices, please give me a call at 480-705-9394 or shoot me an email. I'd love to hear from you.
Warmly,
Marnie Green, IPMA-CP
Principal Consultant |