Feedback for Both Poor and Good Performance

Remember that addressing poor performance and recognising good performance is equally important.

When the performance is poor:

• Clearly establish competence gaps and poor performance.
• Explore possible reasons for the poor performance.
• Consider possible solutions and ways to remedy the situation.
• Consider possible training and development opportunities.

When the performance is good:

• Recognise good performance clearly.
• Explore possible reasons for good performance.
• Explore ways in which the good performance can be maintained and enhanced.
• Revise performance goals and objectives 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.