Ex­ec­u­tives

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them and the em­ployee can ask spe­cific ques­tions about per­cep­tions of them and their per­for­mance.’’

When in the re­view, work­ers should lis­ten to the feed­back given and take notes, Cun­ning­ham says.

Re­mem­ber it is much more chal­leng­ing for a man­ager to pro­vide neg­a­tive feed­back than pos­i­tive,’’ she says.

It is al­ways eas­ier said than done but it is crit­i­cal to be ap­pre­cia­tive of hon­est feed­back.

Many man­agers shirk this re­spon­si­bil­ity, caus­ing em­ploy­ees to have an un­re­al­is­tic per­cep­tion of them­selves and putting the or­gan­i­sa­tion at risk.’’

OP­POR­TU­NITY: With a lit­tle plan­ning you can make your per­for­mance re­view work for you.

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