Performance Management Books By Robert Bacal

If your supervisor or manager specifically asks you for feedback about his or her performance, you should indeed be honest, but you also need to be constructive, just like your supervisor should be if commenting on your performance as a regular employee.

Being constructive with feedback means you should be as specific as possible, and focus on one or two things that your supervisor could do to be more helpful to you in terms of getting your job done. Remember that you shouldn't "kitchen sink" or comment on too many things. That's critical. Also, it's better to provide feedback about behaviors and actions rather than personality traits. Commenting on a manager's personality characteristics is likely to result in defensiveness, just as it would if your personality was the focus on such comments.

So, honesty is good, but so is being smart and realizing that managers are human too. Don't use the opportunity to bring out the axe you want to grind.

For more detailed information about how you, as an employee, can enhance the benefits of performance reviews, click here to preview Getting the Most From Performance Appraisals For Employees.

Copyright Robert Bacal, 2000 - 2008 Reprint or distribution without permission prohibited.
Contact Information: | Bacal & Associates | 722 St. Isidore Rd. | Casselman, Ontario, Canada | K0A 1M0 | Phone: (613) 764-0241 | Email: ceo@work911.com |