Line managers told to build on the positives, not focus on the negatives when giving performance feedback

Andrew Kean, Deputy Director of Civil Service Employee Policy, said:

“In the Civil Service, we know that the quality of the performance conversation between the manager and their employee is fundamental to any good performance management approach. So we are delighted that this research, which has centred on the nature and quality of performance conversations, has provided such clear results. In particular, that a simple training intervention focused on building strengths instead of fixing weaknesses positively influences the performance conversations that take place between managers and their staff.”