Making peer review effective
Peer reviews are often an underestimated tool which, instead, bring a lot of benefits to a leader.
Peer reviews are often an underestimated tool which, instead, bring a lot of benefits to a leader.
Delivering feedback is a difficult task, also embedding the pitfall to mask negative one inside positive one to avoid consequences. Let’s see how to deal with it.
Photo by Tim Mossholder on Unsplash Dealing with feedback is tough task on both sides: for team members and their leaders. Still in...
When we deal with a positive feedback everything seems to go easily. The tricky part comes when we need to convey development messages which can shift the discussion on complex terrains.
How to get the maximum out of your team, especially when you are new into the role?
For sure through a structured approach made of regular contacts, of clear expectations on meeting outcomes, of regular checks on how things develop and, finally, through separate moments of feedback for evaluation and development
Feedback should be timely and specific. On manager’s side should be also prepared well, regular and guided. Let’s go through and see how to pass from a simple feedback to an effective one
Feedback needs to be good enough to change the direction of a poor performance. This requires preparation and a structured approach.
Feedback is not only an ongoing process but requires also a continuous fine tuning to increase performance.
Steering a performance interview so that is effective is a tricky task, but can be done with some practice and a good set of questions
A performance review is a two way conversation to which you should come prepared. How to do it.
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