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Giving negative feedback - The lesser of two evils

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Now spring is at least trying to make an appearance, I'm trying to lose my extra winter layer. One of the ways I'm doing this is to take 30-45 minutes out of my day and go for a cycle ride. I don my bum bag and cycle helmet and off I go. When an aquaintance spotted me today, she commented that I was being "very good" wearing my helmet, even though I wasn't with my kids (and therefore setting the example). My immediate thought was "Why wouldn't I?"

Yes, my helmet isn't very fashionable. Yes, it makes my hair sweaty, but what's the alternative? I look a lot less silly in my helmet than I would with a head injury.

When I speak to managers I find the same attitude. They know they SHOULD be having one-to-ones with their staff. They know they SHOULD be rasing issues of poor performance, but for various reasons, they don't LIKE to. I would say to these managers, which is the less difficult situation...

a) explaining to a member of staff why their performance isn't good enough and what they need to do differently (and why), or

b) explaining to YOUR manager why YOU allowed poor performance to continue and bring about unacceptable results?

Whilst neither may be preferable (unattractive helmet or brain injury), I know which of the two evils I would go for.

If you or your staff lack skills or confidence in having those difficult conversations, our Power Hour training sessions on Managing Underperformance and Giving Feedback may help.

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