There are definite better practices in corporate performance management. Yet, do these standards identify the potential of engaged leadership, which goes above and beyond expectations–yet in their own way that may be unorthodox?
Yes, there should be specific goals, immediate feedback, and a focus on technique instead of outcome. However, “out of the box” thinkers and doers do not easily fit into a standard template. While the intent is good, today’s process/tool is not. This is especially so with the implementation of technology solutions to facilitate a human interaction.
Every person should be thankful for performance feedback, as it is a gift for continuous improvement and development. I just think that the delivery method of the feedback is as important as the content, and most companies’ feedback method is a “check the box” mentality.
How can you better provide performance feedback?
