How would you review your poor staff performance without affecting their morale?

[DaveKim]

Thanks @MarcoSilva! always nice to have a pic to follow noted on not under-feedback on the best people! I just always say ‘really appreciate you and you’re doing great’ → really translating that to make it more precise might help them feel I’m not just saying it!

[DaveKim]

@NatashaMartin interesting! okay putting it in a careers/ambition lens for one performance review will be an interesting way to see it too! - this would ensure I can give them tasks relevant to what they want to learn too.

[DaveKim]

@FelipeRibero thank you that’s helpful - being honest that it isn’t positive will be helpful to frame. I’m just concerned about them becoming demotivated or either ‘bitter’. I have found in some workplaces there are some people who can affect the whole team’s culture if they’re unhappy.

[FelipeRibeiro]

You’re right @DaveKim! there are. The thing is - if the feedback is respectful, filled with good intentions, and fair, it should be shared. Otherwise it will damage the culture much more than a no-feedback culture. Hope it helps

[DaveKim]

Sounds good @Felipe! Thanks!

[NatashaMartin]

@Dave, I think if you replace the word “feedback” with “advice”, it might help you better appreciate what you can do in this situation.
“Feedback” can just be data - “you are slower than everyone else”. Advice would be “looks like you are slower than everyone else. What seems to be the problem? Let’s work on this together to get your performance to where it needs to be, I’m here to help and support you in whatever way you need.”

[DaveKim]

Awesome! Thanks @Natasha