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Painless Performance Conversations: A Practical Approach to Critical Day-to-Day Workplace Discussions by Marnie E. Green

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6

Eliminate Judgment

Focusing on Performance Evidence

People seldom resist learning to change their attitude, behavior, or performance when the feedback is based on accurate assessments and observational data that validate the assessments.

—Robert Hargrove

Engaged employees are involved in and enthusiastic about their work. Gallup, Inc., in its Gallup Daily tracking series, found that when managers give little or no feedback to employees, 4 of 10 workers report being actively disengaged. Disengaged employees are not emotionally connected to their workplaces and are less likely to put in discretionary effort. When employees are disengaged they often produce shoddy work, have low morale, and reduce organizational output.

Performance conversations with disengaged employees are likely to be painful. Likewise, if you create an environment that engages employees, your performance conversations will more likely be painless. One way to create an engaging work environment is to give frequent, evidence-based feedback that is offered with the intent to help.

It's Up to You

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, illustrative, productive, and received the way it is intended.

One reason ...

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