This article provides advice on how to effectively address performance issues with direct reports, especially for first-time managers. It highlights common mistakes to avoid, such as delaying the conversation or focusing on the person rather than the work.
Confronting direct reports about performance issues can feel overwhelming, especially for first-time managers, who may worry that sharing critical feedback could damage their relationship with the employee. But performance conversations, especially where you need to give critical feedback, don’t have to be scary. There are a few common mistakes to avoid when giving critical feedback. One of the biggest mistakes is avoiding the conversation or waiting too long to have it.
One of the toughest responsibilities people leaders must take on is confronting their direct reports about performance issues. I still remember how nervous I was givingas a first-time manager. I didn’t sleep much the night before and leaned heavily on the notes our HR department helped me prepare.Accelerate your career with Harvard ManageMentor®. HBR Learning’s online leadership training helps you hone your skills with courses like Feedback Essentials.
PERFORMANCE MANAGEMENT FEEDBACK LEADERSHIP MANAGEMENT SKILLS EMPLOYEE DEVELOPMENT
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