The concept of separating coaching and evaluation feedback is based on the idea that these two types of feedback serve different purposes and should be delivered separately to be most effective. Evaluation feedback is about assessing performance against set standards or goals. It often includes a rating or ranking and is typically used for decisions about promotions, raises, or terminations. On the other hand, coaching feedback is about development and growth. It focuses on strengths and areas for improvement, providing guidance on how to improve. When these two types of feedback are mixed, the message can become confusing. The recipient may focus only on the evaluative part and miss the developmental guidance in the coaching feedback. Therefore, it's recommended to separate these two types of feedback.
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Dreading “feedback season” and afraid that you might leave your review dejected, or end the conversation on an awkward note in case you’re the reviewe...
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Many people balk at evaluation out of fear of falling short, but everyone admits that it's something they think about. For this reason, evaluative feedback must come before coaching. If you provide coaching without evaluation, you can be sure the recipient's inner monologue is filling in the gaps. When evaluations are solid, they help calm fears and assure employees that they are in good standing. Don't fall into the trap of sharing coaching and evaluation in the same breath, however. Reactions to evaluations are so powerful that the receiver is momentarily distracted so much such that he or she is unable to fully process the coaching feedback that would follow.
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