No More Middleman: Avoid triangulated feedback

Tom looked up to see Jonathan, who had just transferred onto the team, standing in the doorway to his office. Jonathan looked red and flustered. “What’s up, Jonathan? Looks like you’ve got something on your mind,” Tom said, waving Jonathan in and pulling up a chair for him. Jonathan slumped into the chair. “You know […]

A Manager’s Guide to Getting Feedback

© 2006-2010 Esther Derby Author’s Note: In general, anonymous feedback in the workplace doesn’t work. It destroys trust, and doesn’t give the opportunity for followup, clarification, or problem-solving. But there is an exception.  Sometimes the only way to get feedback up the chain–from direct reports to managers–is to use a process that anonymizes individual responses, […]

Real-time Feedback

(c) 2003-2010 Esther Derby This column originally appeared on Computerworld.com Twice a week, I go to the gym and weight train with Brooke Darst, a Certified Personal Trainer. As I perform my exercises, Brooke provides a constant stream of feedback: Minor corrections, “Chin in! Lower your right shoulder. Stand up straight!” Encouragement, “Perfect!” and recognition […]

Performance without Appraisal: Build Feedback into the System

At the start of my series on Performance without Appraisal, I listed the goals that organizations hope to achieve with annual performance appraisals and so-called performance management systems: improve individual performance improve organizational results determine pay/promotion These are legitimate concerns. The data shows, and my experience tells me, that annual appraisals fail miserably with the […]