Science confirms what you know as a manager: People don’t like to hear that they need to change.

They get defensive. They rationalize. They deny the problem. Or pretend to agree but keep doing the same old things.

As a manager, it’s your job not only to provide clear feedback to your people, but also to get them to act on it. So how can you structure performance reviews to get the change you want?

In this Quick Take you will learn:

  • The psychological reason why people resist change messages
  • A simple exercise that can help defuse that resistance and
  • How to structure feedback performance reviews to help get the change you want

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Rapid Learning, a BTS Company

Rapid Learning, a BTS Company, provides online training and talent development tools for businesses, government agencies, nonprofits and educational institutions in the areas of sales, leadership and management, human resources, & employment law compliance.