Have you ever found yourself in a weird space at work - an awkward, strange, uncomfortable, how-did-this-happen kind of place? And then you just let it pass…and pass…and pass? 

No one likes to hurt someone else’s feelings, but that doesn’t justify providing feedback that’s so fluffy you never actually state the main point.

Don’t get me wrong — I’m not asking you to be ruthless. Use positives, but don’t smother the message with them. The challenge is to make sure the constructive part of your feedback is clear, or else there’s no sense giving feedback!
 

I recently heard a client say, ” I have never seen an employee stick around after having been through a performance improvement process.”

The challenge in many organizations is that they view discipline the wrong way. The process is filled with warnings, threats, and ultimatums, and as a result good people leave bad managers.

On the other hand, when discipline is done correctly, it can be a process that helps an employee and team be successful.

I have talked a lot about the importance of alignment in my past newsletters and blog posts and how alignment creates focus, clarity, and accountability. But, the glue that holds alignment together throughout the year is...feedback.