Why Feedback Doesn't Land: an Analysis of Day-to-Day Performance Management Challenges

Despite all the training and communication classes out there, most people managers still struggle with day-to-day performance management.  So often, we don’t know how to say what’s wrong clearly without demotivating an employee.  And managing based on strengths can be great before a problem, but when performance falters and a trust gap begins to develop, it is often used as a way to dodge the difficult path of communicating challenges honestly.  In this session, we will talk about how to manage the person and the discussion when giving feedback, so that it no longer lands on deaf ears.  We will tackle a number of different types of performance issues and coaching responses and identify the best way to respond to each.

• How to get a direct-report to hear a problem without shutting down
• Identifying patterns of behavior and communicating them
• Getting in touch with your own feedback style and how to tailor it to the needs of your team members
• How to nip a small problem in the bud before it gets out of hand
• How to de-escalate an out-of-control conversation
• How to handle the post-conversation ups and downs

• How to handle a variety of performance issues and trust gaps, including:
• The employee who has lots of small issues and a reason for each
• The employee who keeps pointing to all the value they add without solving the problem
• The employee who shuts down whenever you provide any criticism
• How to handle your own gaps in performance communication, including:
• The spectrum between honest and kind and how each end can undermine its goals
• The different responses managers typically have to conflict
• The difficult process of inspiring an employee without sugar-coating the content
• How to focus on your own needs as a leader and not get caught up in the employee’s struggles
• Common patterns in the post-coaching process and how to handle them

Every manager I know struggles when it comes time to manage actual people.  Performance management theory doesn’t cover this gap, but people knowledge can.  Whether it’s the good employee that you don’t want to discourage or the employee who never seems to hear what you’re saying, this course will help you.

I have found this content most useful for direct people managers.  That said, HR folks and folks coaching managers may be able to use it as well to help guide people managers through various employee challenges.  It can also be used to manage up.

Jessica Hodge is an HR Strategic Business Partner and Consultant with 20 years of expertise in HR leadership, specializing in employee relations, mediation, management coaching, and employment law. 

She is most interested in the intersection of company strategic goals and employee development.

When not in the office, she enjoys running ultras, cooking, and fusion dancing.