- 24th July 2011
- Posted by: clivebarrett
- Category: The Leader Board
IF you are handling performance reviews ensure your people have as much say as possible in sharing how they are doing, and ideally they ‘mark’ themselves.
Ensure they open up early in the one-to-one. Remove the word ‘average’. When offering constructive criticism focus on the issues, not on the person. Give specific praise – praise in context is very, very powerful.
(Extract from The Naked Coach)