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b'Feedback is often seen as punitive rather than joyful. Today\\u2019s guest on WorkHuman Radio, Joe Hirsch, Author of The Feedback Fix joins Todd Schnick and Mike Wood to talk about how to change how your whole organization views feedback.\\nThe Problem with Performance ReviewsMost people hate performance reviews because everything being discussed is in the past - it\\u2019s over, there\\u2019s nothing they can do about it anymore. Any criticism is too late to really be useful, and that causes discomfort and fear. It removes the psychological safety you need to be your best. So why do we expect our team members to remember and be able to respond to things that happened weeks or even months ago? We don\\u2019t have great recall for what we decided, thought or felt that long ago, so basing all of our feedback on things that happened so long ago doesn\\u2019t actually do what we want it to.\\nFeed ForwardJoe talks about how managers don\\u2019t usually feel great about the feedback they\\u2019re giving - both the delivery of the feedback and how people receive it. There\\u2019s a tension between supporting and encourage people while also meeting business goals. Feed Forward is a new approach to thinking about performance. Instead of looking at the past that can\\u2019t change - look at the future that you can still do something about. It comes down to engagement, and that is often much more about what employees do for themselves than what managers or leadership does for them.\\xa0\\nWe are Not Empty VesselsPeople are suited to be agents of their own change and improvement - they just need time and space. Mike talks about one of the tools developed by WorkHuman that is designed to give immediate, real-time feedback. Joe talks about how this kind of real-time engagement can sound impossible to a lot of managers - giving feedback all the time. Joe points out that you can either spend the time now or spend a lot more time later. He goes on to talk about how critical empathy is to the process and how it can be learned. Empathy is the foundation of trust, and trust is what makes feedback actually work.\\xa0\\nBuilding on a Foundation of Trust\\xa0Many workplaces are reporting a serious lack of trust, and fixing that isn\\u2019t easy, but there are proven strategies that allow the trust factor to be raised. Joe goes through some of these, like changing your mindset to being focused on learning rather than knowing, helping managers feel comfortable with being vulnerable and focusing on strengths instead of deficits. It\\u2019s much easier to talk about things that are wrong - but dealing with strengths is ultimately more effective. Joe shares an example of the kind of discussion, and the three key topics (Peak, Trek and Scale) that lead to deep insight into what helps people work well.\\xa0\\nThe Critical ElementsEngagement, transparency and trust are critical for organizations who want to improve the way feedback works - and ultimately enhance the performance of their teams. When employees can be open and transparent with their managers and leadership, there is more total presence and brainpower on every issue - this can make a huge difference in engagement. That engagement between colleagues and between different levels of the organization. To be your best, you often need someone to hold up a mirror for you and show you how others perceive what you\\u2019re doing.\\xa0 These can be challenging conversations, but hugely beneficial ones. Joe talks about when this happened for him - and what the outcome of it was.\\xa0\\nResourcesJoeHirsch.me'