Avoiding performance conversations can lead to bigger issues down the line. Timeliness and preparation are crucial for effective feedback, especially for first-time managers.
It's essential to focus on the work, not the individual. A people manager's role is to care about their employees' performance, not merely to be liked.
Critical feedback should be direct and well-prepared. New managers often feel overwhelmed, but confronting performance issues is part of their responsibility.
An effective manager is not just a friend; they must help employees succeed and tackle performance issues head-on, regardless of their comfort level.
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