Business Performance Assessment Program Warning Flag 4 – Effort Bias

Superiors often find it difficult to provide critical feedback to those who put their very heart and soul into their work. Individuals receiving such messages tend to interpret them personally; feeling disappointment, regret, and unappreciated. Rather than constructively improving their performance, these individuals become less productive and contribute substantially less to the organization. Consequently, business performance assessment leaders frequently seek plausible justification to avoid criticizing these individuals’ performance; recognizing their exceptional effort while ignoring the results achieved. Doing so, however, foregoes the improvement opportunities and sacrifices the associated gains that could otherwise be realized.

Hi there! Gain access to this article with a StrategyDriven Insights Library – Total Access subscription or buy access to the article itself.

About the Author

Nathan Ives is a StrategyDriven Principal and Host of the StrategyDriven Podcast. For over twenty years, he has served as trusted advisor to executives and managers at dozens of Fortune 500 and smaller companies in the areas of management effectiveness, organizational development, and process improvement. To read Nathan’s complete biography, click here.

Related content from StrategyDriven

 

Preventing Catastrophic Industrial Accidents

Implementing an Organizational Performance Measures System

Executive Briefing Cost Reduction Opportunity: Risk Assurance Maps

Customer, Influencer, and Coach Avatars