The challenge is giving negative performance feedback when the Recipient gets defensive. But what about the opposite problem, where you have a person who seems totally receptive to the feedback but then doesnt act upon it? One manager recently admitted to me that her team readily consents to changes or suggestions this manager makes, but then nothing actually happens.
How do you deal with a feedback Recipient who agrees to change but doesnt follow-through? Here are five questions to help ensure youre giving feedback the produces results, not empty promises:
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