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Why managers find it hard to give you feedback
It is that time of year when your performance is being measured, and promotions are being decided. You have been working hard, and you are hoping that you will receive a high rating. Only to find out that the rating is under your expectation and the feedback blindsides you.
Unfortunately, this situation occurs countless times. I am sure I have communicated the disappointing news many times while people managing. I have also received my fair share of surprise. Many organisations have moved to a system that removes the yearly performance review. The idea is to have continuous feedback so your team member can course correct and improve. Even though there is no formal performance review. Once or twice a year, managers have to nominate their team members for a promotion. This means that there is a framework of scoring involved, it is just not being shared.
In our industry, there is a culture focused on giving feedback. Yet, after each promotion round in many companies, there are surprised faces. They find out they are not getting promoted and end up disappointed. So, why is it so hard for your manager to give you feedback?
In this article, I share my observations on the challenges that managers face when it comes to performance feedback. I will provide tips on how to improve your feedback giving as well as offer tips…
