Conducting a Performance Conversation can be challenging for managers. Performance feedback should be provided timely; hence the Performance Conversation goes beyond providing feedback during the annual and bi-annual process. It starts with communicating the expectations, managing the progress, and providing ongoing performance feedback along the way.
However, some managers are hesitant and fearful to engage in a performance conversation due to concerns about how the feedback will make their employees feel, how the employees will respond to the feedback and their lack of experience giving feedback.
One of the greatest flaws of a performance conversation is managing it the same way for all members of the team. Hence, it is crucial for the need for managers to comprehend the behavior styles of their team members and this will help them deliver performance feedback in a manner that is respectful and encourages the individual to make a positive behavioral change.
This course offers how to empathically provide by establishing a framework for a useful performance conversation.