It’s Not Really Feedback If You Never Set Expectations

The key message of this article is that you, as a people manager, need to first provide a clear set of performance expectations to your direct reports. Feedback can then be anchored on how the report is performing versus these expectations and, very importantly, to clarify your expectations. It’s not enough to fill out an online form from HR and assume it’s all there. Investing time clarifying your expectations is time well spent.\r\n\r\n

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