It’s performance review season, and if that phrase fills you with dread, you’re not alone…
In this piece, counsellor Freddie van Rensburg breaks down how we can stop treating feedback like a attack and how managers can build psychological safety in their teams.
What is your immediate gut reaction to workplace feedback?
I view it purely as data to improve.
My inner lawyer immediately starts building a case.
My brain shuts down and I can barely process what’s being said.It helps me to put myself in the boss’ place and start compiling a case for and against myself. That way I am not overwhelmed by either praise or criticism. And where I do disagree I can provide evidence. So I guess I act quite lawerly.
Although this is no longer applicable to me as I’m on ForEverWeekend (aka pensioned), what I found to be counterproductive was that the boss seemed to save all the criticism for dumping it on the unsuspecting employee.
A better way would be to have an upfront conversation about expectations and the have a at least quarterly (ideally monthly) reviews on what has been achieved & next steps.
Have fun 