To get favorable results from performance evaluations, evaluators must set positive expectations, showing that they believe improvements can be made, and that the feedback itself — even negative feedback — is an opportunity to learn rather than a punitive final word. They should also be willing to assist with concrete steps toward the suggested improvements, including coaching and goal setting. Done correctly, performance feedback can lead to improvements — but don’t forget to “pull” for those improvements by making clear the skills and behaviors needed and helping them to acquire them.
Author: Katherine Klein
Subjects: Human Resources, Management, Organizational Behavior, Training & Development
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