Feedback is Relevant to Poor and Good Performance

Remember that addressing mediocre performance and recognising satisfactory performance are equally important.

When the performance is poor:

• Clearly show competence gaps and mediocre performance.
• Explore reasons for the mediocre performance.
• Consider workable solutions and ways to remedy the situation.
• Consider training and development opportunities.

When the performance is good:

• Recognise satisfactory performance clearly.
• Explore reasons for satisfactory performance.
• Explore ways in which the satisfactory performance can be maintained and enhanced.
• Revise performance goals, to ensure that they stay challenging and stretch the individual to perform even better.
• Consider development opportunities to develop skills further.
• Not performing to acceptable levels does not mean they are less of a person.