When someone underperforms, avoid guessing at the cause. Consolidated feedback combines objective observations from peers, cross-functional partners, and other managers into a fuller view of the person’s work and behavior. section 4.5.1
Use consolidated feedback to:
- Highlight strengths as well as areas for improvement. section 4.5.1
- Discuss observable behavior, its effects, and its consequences rather than making personal assumptions. section 4.5.1
- Help the employee recognize knowledge gaps and agree on coaching or next actions. section 4.5.1
- Support claims with a dated record of one-on-one conversations and previously discussed performance concerns. section 4.5.1
A candid performance conversation
After discussing possible personal or role-related causes of John’s underperformance, the manager found no compelling explanation. The manager then reviewed documented one-on-one discussions, shared 360-degree feedback, explained the effect of the work, and offered coaching with specific next actions. section 4.5.1
