Is developing leaders around you a priority? If so, ensure your managers are aware of a common error, and help them make their performance feedback strategies work.
Everyone is shouting: GIVE YOUR EMPLOYEES IMMEDIATE AND IMPORTANT FEEDBACK! Because, it’s a fact: such information allows a person to steer their performance forward more effectively. But what happens if the context which people assess others causes more harm than good?
An important question: Am I assessing talent/performance based upon the standards that are needed to take our team and results to world-class? Or am I evaluating a person’s performance as it relates to the talent around him?The choice you make determines how quickly your team accelerates.
A new study from Wharton shows clear evidence that when employees receive feedback in the form of where they rank and compare with their peers it has a destructive effect. High performaers “slack off” and poor performers say, “Why try?”
Sadly, there’s a decent chance your child is suffering the same fate. Dr. Reeves’ team at Leadership and Learning (www.leadandlearn.com) has been making headway in helping educators move student achievement forward. It occurs faster when students are held to high standards – rather than being compared to the average intelligence in the classroom (a.k.a. the ‘bell curve’).
But it’s easy to slip! Because we go toward our focus (3 Mind Factors – from Stomp the Elephant in the Office), it’s easy to make current ‘A’ players the model for excellence on the team. Still, we must ask, “Are our ‘A’ players identified as such due to how they perform in comparison to others on the team? Or are they ‘A’ players because they deliver the excellence necessary to fulfill our vision of world-class?”
If we want world-class results, we must be world-class at providing feedback.