performance management
How Do You Perform at
Performance Reviews?
STRATEGIES FOR MAKING FEEDBACK MORE EFFECTIVE
Think about the last time you implemented a developmen-tal
assessment. This likely included a 360 component, and may
have also included an assessment of personality and other skills
through self-report questionnaires or simulation tasks. Ensuring
that the right tools are used, and that these tools assess important
aspects of individuals’ behaviours on the job, are primary con-cerns.
In addition, we know that goal setting is important to make
changes based on the information gleaned from these assessments.
What often gets glossed over is the stage in the middle – feedback.
How do we bridge the assessment and goal-setting phases, and
maximize the transfer of information about the assessment to the
Ismagilov/Shutterstock
By Leann Schneider, M.A. and Tim Jackson, Ph.D.
No one likes to be judged. Imagine yourself entering a per-formance
review, or a debrief of your assessment results,
and knowing that all of your strengths and weaknesses
would be scrutinized, talked about in the open and eval-uated.
Because receiving feedback isn’t easy, the challenge of giving
feedback is just as tough. However, as HR professionals and con-sultants,
we owe it to others to give them effective feedback that
will work towards developing their capabilities. Part of develop-ing
our own coaching skills is learning how to provide feedback in
a way that others will understand, accept and use to improve their
performance.
HRPATODAY.CA ❚ JULY/AUGUST 2014 ❚ 35