What Are The Consequences of Poor Communication About Performance?

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Performance management is, above all else, about communicating. Communicate effectively with employees during the entire performance management process (that's from goal setting to appraisals), and performance is likely to improve, and problems to be reduced. Communicate poorly and the opposite happens.

But what are the effects of poor communication during performance management, on how employee behave? Here's a short list. The consequences (clearly negative for managers and organizations) are obvious.

  • Employees become hesitant to work with thier manager.
  • Employees argue and reject their manager's opinions and input.
  • Employees file more grievances related to performance issues.
  • Employees don't keep their manager informed and avoid talking to their manager.
  • Employees do their best to hide their deficiencies or performance difficultlies.
  • Employees refuse to take responsibility.

In other words, when managers communicate poorly about performance, during the performance management process, the managers create huge problems for themselves.

The above is adapted from from The Manager's Guide To Performance Reviews (McGraw-Hill), by Robert Bacal.


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Bacal & Associates was founded in 1992 by consultant and book author, Robert Bacal. Robert's books on performance management and reviews have been published by McGraw-Hill. He is available for consultation, training and keynote speaking on performance and management at work.


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  • Performance management and appraisal MUST be a partnership between manager and employee where BOTH benefit.
  • Performance management can be the lever for improved employee engagement.
  • The review process is the LEAST important part of performance management
  • If managers aren't managing employee performance, why are they there?

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