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For most people I think this makes sense. Personally, blunt candor can work as well. I do not let anything slip, if I think someone needs some direction or coa

For most people I think this makes sense. Personally, blunt candor can work as well. I do not let anything slip, if I think someone needs some direction or coaching it basically happens in realtime. There's really no need for a formal review if feedback is constant. Sometimes the feedback can be more general, I feel someone needs some hints I just give it to them. I don't make it personal and don't expect people to take it personally, it's jarring at first but quickly it just feels really quite normal. Technically, there are still room for performance reviews ... but if as a manager you're telling someone in a review something they're hearing for the first time then you've failed. They should know right away.

ryanbrunner 8y ago
I think that's fair, even better than performance reviews, so long as it's happening. In my experience that's generally a rarity, and "replacing performance reviews with continual feedback" turns into "we'll post a happy emoji once in a while on something you said in Slack and that should be enough."
dingaling 8y ago
Blunt candor seems great until my response is "I have too much work" Performance appraisal / coaching is pointless when workload means someone can never give 100% to any task.
dagw 8y ago
Personally, blunt candor can work as well. Only if it goes both ways. If I can't respond to my managers blunt candor with "the reason we're so far behind is because you suck at time management and promised the customer two features we hadn't even begun to plan for" without fear of being reprimanded or punished then blunt candor isn't very effective.
- sonnyblarney 8y ago
  ""the reason we're so far behind is because you suck at time management and promised the customer two features we hadn't even begun to plan for" " First, if you ever said that to your boss you should definitely be fired. Second, that's operational information, not performance feedback. Third, it's not your prerogative to tell your boss what he's good or bad at. They give you the review, not the other way around.
  - jestar_jokin 8y ago
    Right, because managers never need feedback on how well they're managing their staff...?! Some shops have "360 degree reviews", where you need to get reviews from your colleagues and people you serve (or to use an ungenerous phrase, your underlings), not just your boss.
  - amarkov 8y ago
    Surely you understand how it creates bad incentives, if feedback about individual productivity can be delivered bluntly but feedback about prioritization can't be given at all.
  - mythrwy 8y ago
    If it's about who's the boss rather than the project being the boss the project is fucked and then so is the boss. Good bosses know this and like honesty. Bad bosses fire people for stating the truth and wind up with shit. However I will agree that saying "You suck at.." is pretty bad, and it would be equally bad coming from a boss.

ryanbrunner 8y ago

I think that's fair, even better than performance reviews, so long as it's happening. In my experience that's generally a rarity, and "replacing performance reviews with continual feedback" turns into "we'll post a happy emoji once in a while on something you said in Slack and that should be enough."

dingaling 8y ago

Blunt candor seems great until my response is "I have too much work" Performance appraisal / coaching is pointless when workload means someone can never give 100% to any task.

dagw 8y ago

Personally, blunt candor can work as well. Only if it goes both ways. If I can't respond to my managers blunt candor with "the reason we're so far behind is because you suck at time management and promised the customer two features we hadn't even begun to plan for" without fear of being reprimanded or punished then blunt candor isn't very effective.

sonnyblarney 8y ago
""the reason we're so far behind is because you suck at time management and promised the customer two features we hadn't even begun to plan for" " First, if you ever said that to your boss you should definitely be fired. Second, that's operational information, not performance feedback. Third, it's not your prerogative to tell your boss what he's good or bad at. They give you the review, not the other way around.
- jestar_jokin 8y ago
  Right, because managers never need feedback on how well they're managing their staff...?! Some shops have "360 degree reviews", where you need to get reviews from your colleagues and people you serve (or to use an ungenerous phrase, your underlings), not just your boss.
- amarkov 8y ago
  Surely you understand how it creates bad incentives, if feedback about individual productivity can be delivered bluntly but feedback about prioritization can't be given at all.
- mythrwy 8y ago
  If it's about who's the boss rather than the project being the boss the project is fucked and then so is the boss. Good bosses know this and like honesty. Bad bosses fire people for stating the truth and wind up with shit. However I will agree that saying "You suck at.." is pretty bad, and it would be equally bad coming from a boss.