It's not always the best part of the job, but every manager is tasked with reviewing and evaluating staff performance, whether it's for your IT department or a project team. This can be a difficult and stressful moment for all concerned, particularly when the news is bad. Read on to learn more about criticism and the steps needed to make it "constructive".
Whenever performance related criticism is in order, that criticism should be constructive and appropriate, and it should always be offered in the right context.... to help the employee get back on the right track. This is not an easy task, but with the right perspective, a well prepared manager can make the most of what could otherwise be a very uncomfortable situation. It's all a matter of readiness. So, before you prepare a negative performance review, or need to deliver verbal criticism to a staff member, make sure you have all the facts. Here's how it works.....
With just three (3) primary steps you can get prepared for any coaching event and turn existing "negatives" into an ultimately positive and productive experience. At a minimum, you will have taken concrete steps to address potentially serious performance problems. (Also Read: Evaluating Team Readiness).
If you have given your staff member any specific steps for performance improvement, make sure you set and stick to a specific timetable for follow-up and review. Don't leave the situation hanging until the next problem occurs.
Review your own performance. When all is said and done, your own instincts will tell you whether you have met your constructive criticism goals in each individual circumstance.
These are the questions to be considered…..
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