Suggestions
Catie Maillard
VP, People Success at StreamElements
Catie Maillard is an accomplished People leader with extensive experience in high-growth industries. She possesses expertise in Organizational Development, Leadership, Communications, Recruiting, and Business Operations. Catie holds a BA in Child Development from Tufts University and an MSW in MACRO: Social Innovation & Leadership from Boston College.
Highlights
✏ He never takes accountability ✏ She's always so positive ✏ They're consistently a rockstar
Unless you're actually a Sith in disguise, according to Textio's recent research on performance review feedback, giving feedback in exaggerated absolutes only undermines the credibility of the feedback. And worse - people who get low-quality feedback are 63% more likely to quit within a year.
Which makes sense - the whole point of feedback is to either help folks improve in ways they're not meeting expectations or double down on what they're doing well. If you're not specific and actionable in giving feedback, but are tossing out compliments that are so exaggerated that they're unbelievable, then the person getting the feedback will do just that - not believe it.
So instead of "John never takes accountability" Try "I'm expecting John, as leader of his team, to reflect on the team's mistakes and learn from them, presenting a plan for how to correct and prevent. After we'd lost X client, and received negative feedback from Client Y, John only communicated the ways the clients were at fault, and did not reflect on what the team could do differently. I expect to see a debrief and prevention plan moving forward for each client issue."
Another one: instead of "she's always so positive" Try "Both myself and your teammates have appreciated your ability to help us put problems in perspective to work through them calmly. When Client Z had to suddenly decrease their budgets, you were able to keep your team calm and motivated towards delivering, and reminded them that we've been able to win client budgets back before and can do it again."
1️⃣ Be Specific: talk about examples of when you've seen this behavior in practice 2️⃣ Be Actionable: show the behaviors so they'll know what exactly needs to change / what to keep doing. Remember - personality feedback isn't actionable, so focus on behaviors (you've missed a few 9am meetings) vs. personalities (you're unorganized) 3️⃣ Be Kind: clarity is kindness - choose your words to be as clear and factual as possible. Also recommend reviewing all of your reviews together to make sure you're not unconsciously using different verbiage for different demographics of employees.
High quality feedback for all ➡ higher retention & stronger performance vs. expectations.
In need of a little layoff therapy? Check out this week's episode of Planet Money, featuring yours truly as the titular HR Expert! https://lnkd.in/gsssMjPa
Planet Money picked up a shortened version of Yowei Shaw's new Podcast, Proxy - a three act story arc that matches folks with traumatic experiences (like layoffs) with a proxy expert (me!) to help shed some light on what may have happened in efforts to provide a bit of closure. Episode One is out now (I come in for Episode 3) everywhere podcasts are listened to.
