For the performance feedback process to work successfully, it must be collaborative. If it is, both parties in a session will see the situation from the same point of view and agree on what needs improvement. The final step will be mutual commitment to the agreed-upon change. Properly implemented, the performance feedback process leaves no bad feelings generated or experienced on either side of the discussion.

Our experience has proven that this fair and fact-based collaborative model for feedback sessions is the best way to lower the pain and improve the gain from a challenging but important part of every manager’s role. Because Providing Performance Feedback is collaborative, team members intuitively agree to the process and give their full commitment to its success. The management skill level of first-line managers affects team-member retention, overall productivity, and even profitability. The relationship between team leader and team member is critical to the success of an organization. Agreement on what’s working and what’s not, followed by consensus on improvements needed, and the commitment required to implement them are all important parts of that relationship.

Providing Performance Feedback (PPF) provides the tools required to adjust individual performance. With its focus on logical processes and reasonable commitments, PPF can help even experienced managers evaluate and improve performance more effectively. Using the PPF process with their team members, managers demonstrate their commitment to an open and consistent performance improvement process.