The goal of any negative or corrective feedback conversation is change, not punishment. If employees feel they are being punished then they will assume that they are being “performance managed” out of the organization. That creates disengagement, which impacts performance. To keep the conversation focused on change, all feedback should be specific, timely, and behavioral.
Specific feedback
This refers to the need to understand the expected performance standard and how it relates to the current behavior. Sometimes as much as organizations and individuals feel they’ve communicated, messages are lost in the process.
