In most organizations, annual reviews are the only institutionalized means of providing people with feedback on their performance. As you’ve learned, frequent feedback promotes a less formal approach and makes the entire process more comfortable for your subordinate and for you. That comfort in turn makes it possible for you to give honest and direct feedback that is specific, productive, and meaningful. A formal, annual performance review will not build the connection between you and your subordinate that is necessary for an effective session. For that, you need to build a fee...
Building a feedback relationship with your team members helps you give them input throughout the year, rather than waiting for year-end performance appraisals. This excerpt describes three practices for developing a productive feedback relationship.
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