Giving a manager performance feedback on leadership, therefore, requires an introspective look at how the manager's employees interact with him, whether employees believe he's an effective leader ...

Getting defensive when hearing negative performance feedback doesn’t necessarily mean the Recipient will not or cannot change. If you're the manager, use these five questions to help the ...

The classic method is not fooling employees anymore. An expert told Newsweek the most effective way to give workplace ...

Not all employees want the same type of feedback, and that’s perfectly OK. Giving employees the ability to choose the type and frequency of evaluations can boost performance.

When you give negative performance feedback but see no follow-through to a more positive change, don’t assume it’s just a problem with the Recipient of that feedback. Here are 5 questions to ...

Giving performance feedback at work can be a stressful experience, especially for new leaders and their employees. It often evokes feelings of anxiety, uncertainty and defensiveness.

When managers give performance-improvement feedback to employees, they presumably want the conversations to result in positive changes—not to inspire defensiveness, excuses for poor performance, or ...

Kind Feedback Nice feedback should not be confused with kind feedback, which is constructive, useful, and powered by positive intent. Kind feedback is motivated by a desire to strengthen one another.