Suzy Welch explains feedback review strategies when it comes to discussing an individuals strengths and weaknesses.
(upbeat music) - It's really individual, whether or not people think about their strengths or weaknesses. There has been really interesting research that's done that I found very interesting when I was a manger that shows that when you give a performance review to an employee, they don't hear anything positive that you're saying and they focus only on the negative, and that's why you need to do sort of the sandwich where you say something positive, something negative, and then something positive. It really varied by individual. Some people, you would give them a performance review and they would only hear the positive, and they'd walk out of there and you would think, but didn't we talk 40 minutes about this huge weakness? And other people, you would give generally a very positive review to.
You'd say one thing sort of offhandedly at the end about a weakness and they'd leave the office in tears. So, I do think this is about the individual. In general, we do come in, the American culture is you know, everyone gets a prize, everyone gets an award, nobody loses, this starts very young, and I do think that there's a real maturity to being able to say, look this is what I'm good at and this is what I need to work on, and I think it's an individual thing, and we should do it. We really should say, well what am I, what should I better at in? And look, you're going to want to promote the people, and the people who probably do get promoted more often are those who understand they've got to work on their weaknesses, it's not just all about their strengths.