4 ms·
Well there is a school of thought that says the only "new" feedback you should be getting in your annual review is very recent feedback. Negative, constructive
by cmdkeen 11y ago
Well there is a school of thought that says the only "new" feedback you should be getting in your annual review is very recent feedback. Negative, constructive of course, should be being brought up earlier in the year in order to give you a chance to correct that behaviour - after all that is the point of developing an individual. Traditionally this is what the 6 month, mid period, halfway etc review is for - giving feedback and reviewing the objectives your annual appraisal will be based on.
Being criticised by a colleague for something they've failed to bring up until now is a sign it clearly isn't that serious. Having a manager sit on negative feedback until the review is a sign of a very bad manager. In both cases I'd be pushing strongly back.
- koliber 11y agoWell said. What needs to be considered also is that a manager may have different types of negative feedback. He may have major issues, which would be strange to hold on to until the annual review. However, there may also be a bunch of smaller pieces of criticism, which will fall under a particular threshold and will be held back, either entirely, or until an opportunity for a review arises. That opportunity may be a long ways away. The trick is having constant feedback. Weekly, bi-weekly, or even monthly review-like events allow both the employer and employee to share wins and discuss areas of friction. Having lots of such mini-reviews allows for quicker resolution and prevents things from boiling up. Fantastic managers do this intuitively and do not need instruction or tools for it.