Join Britt Andreatta for an in-depth discussion in this video Giving performance feedback, part of Having Difficult Conversations (2013).
Whenever I talk about having difficult conversations, people say, oh,…I need that course. I have to give feedback to an employee.…So let's talk about that. Giving performance feedback can be an…entire course on its own. It's tied to policies and procedures from…Human Resources, as well as state and federal laws.…Ideally, your organization has performance review process in place…that's clearly understood by managers and employees.…There are legal implications for performance discussion, so I strongly…encourage you to consult with your HR and legal professionals.…
I'm going to focus on how to communicate performance information clearly and effectively.…First, start off with clarity. At the moment someone becomes your direct…report, you should have a discussion about these key items.…One, the main elements of their performance, this would be an overview of…their job duties. Two, how you'll measure that performance.…Talk about what data or markers you'll use to measure their success and at what intervals.…
Along the way, learn the secrets of turning difficult conversations into successful interactions that enhance communication and rapport. Improve both your professional and personal relationships, finding your way back from conflict through mutually successful outcomes.
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- Understand why conversations go badly
- Define the influence of power structures and patterns in a difficult conversation
- Identify observable behaviors and use them to focus on facts and on how behaviors affect the business
- Control the direction of a conversation
- Build a blueprint from which to structure a conversation
- Identify and prepare for resistance during a difficult conversation
- Identify the conversational choices available to you when others resist your efforts
Skill Level Intermediate
1. Understanding Difficult Conversations
2. The Buildup Phase
3. The Reflection Phase
4. The Conversation Phase
5. The Follow-Through Phase
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