Submitted by clementine on
My organization has a very detailed & strict performance management system. I need to document & have the person sign for pretty much any professional misstep - missing a deadline, being late, down to things like failure to participate or disrespect to a teammate. How do I incorporate the feedback model in this environment?
For the past year, I have struggled to use the feedback model for all the issues covered by the performance management system because it makes the interaction feel lengthy & punitive to me instead of quick & neutral. Instead of "hey can I give you some feedback - when you're late, I worry about you" - it's that and then come awkwardly sign this paper at my desk. Thoughts?