Welcome to Manager Tools. Today's topic, feedback doesn't preclude. Chapter 1. Here we go.

I think people get the wrong impression that the only way to give people performance feedback is the feedback model which I don't think we've ever said that I think we said that that might be the best way but it's not the only way.

Yeah, I think we could have been clear over the years about saying that look you

owe your people performance communications and because so many people struggle to do that we have

come up with a way that we have tested and works beautifully and then we've

expanded on that and and built it out and give it examples and so on and yet

there are other ways to do so that are effective. That said Mike I have to say at conferences

we often tell people we're not saying we're the only way to do this stuff. We're not. We're

simply saying that if you don't have a way that's systemic and

repeatable and teachable our way works and we know it does but I realize we've

been doing this for nine years and we still never said that saying thank you is really a form at the

highest level it may not be the manager's feedback model but it is a form of

feedback. You want your people to do more of something in the future and one way to get that is to say

thank you for the things that help.

Look, we've been talking for years about managers who don't talk to the directs about performance. about

performance. Performance communications are the second most important thing managers do.

If you want to be effective based on what we know

after spending time building relationships, building trust.

But there are other ways to do it.

There are simple things you can do that are helpful beyond just the feedback model.

And one of them is, and I'm amazed by this, but I've seen it so many times I'm astounded.

I shouldn't be astounded at this point in my career, but I am.

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