Are you responsible for giving performance feedback? Avoid giving personality based feedback. Examples include telling an Asian person they are too quiet/shy or telling a Black person they are agressive/abrasive. DO NOT DO THIS. It clearly represents bias in Performance Management. Performance feedback should be tied to business outcomes with clear examples of what the person does well + how they can improve.

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I appreciate this approach. Thanks for posting. What do you do if the person really *is* too abrasive, and its negatively affecting their work, and their colleagues?

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A1- help me understand: how did you objectively come to the conclusion that they were abrasive?

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Can you please provide the acceptable terms we may use to describe members of each race, broken down by race? Thank you.

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Awesome! Keep the questions coming and invite other leaders.

Instead of quiet/shy, I gave feedback to an employee of Asian decent to speak with more confidence and certainty because the points they were making were strong. This was also to an associate, so I believe this was from lack of experience instead of cultural.

Op- is that appropriate feedback or do you have any other suggestions?

@D2, I love this.

Early in my career, I was one to hide behind a keyboard. I had a manager who told me - “no emails for three days. You’re going to interact!” Best thing ever.

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As a Latina my manger called me feisty. Just awful

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