If you don't provide feedback, your team members will either get it from someone who does not understand the overall picture, or they will do self-assessments, and those are never very accurate.

Feedback is the way we make sure we are on track and doing the right thing. When we drive a car, we glance at the speedometer to make sure of our speed. We check signs to confirm our route. Without that feedback, we can get off track or get a ticket. Feedback takes a little time, but it is worth the effort, because it prevents small problems from getting bigger.

As a team leader, you need to adjust your performance assessment to the person's style. This might mean giving more reinforcement to one team member than to another. But every team member wants, and needs, to know what he/she is doing well and what he/she could mprove.

A performance assessment is meant to help the team member and your organization. It is not a gripe session. Rather, it is an opportunity to reinforce the good things an individual has done and a time to dentify any problem areas. Positive assessment s a great motivator.

An assessment is not a disciplinary session. It is an opportunity to build a team member's self-esteem by acknowledging what that ndividual s doing well. It is also a chance to eliminate any performance errors at an early stage. To be effective, performance assessment must be objective and fair. You are trying to discover why a problem exists, not pass judgments upon another person. You want to recognize good performance and correct poor performance.

Program Description
This module shows the way evaluation is done by the experts. First, relevant performance standards are established. Then the team member's own performance evaluation is solicited. This accomplished, the stage is set for a summary evaluation that will be clear and credible to the team member.

Download PDF version

The Role of Goal Setting and Performance Feedback in Achieving Peak Performance

Download Whitepaper PDF