⭐ **区分本地与全局反馈**：文章明确指出，本地反馈（如“这次邮件写得很清楚，要是能有总结就更好了”）与全局反馈（如“你在这里工作得很好，尤其在书面沟通方面很强，但可以提高对细节的关注度”）是不同的。管理者可能在局部与下属同步，但在全局上却不一致，反之亦然。过多的负面局部反馈和正面全局反馈，或反之，都可能导致失衡。

💡 **每周迷你绩效评估**：作者推荐一种简短的全局反馈形式，作为每周的迷你绩效评估。将此反馈记录在会议笔记中并定期更新，可以确保管理者与被管理者始终对整体绩效保持同步，消除年终评估时的意外。这种做法的目的是让双方就整体表现达成一致，使绩效管理过程平稳且可预测。

✅ **将具体反馈置于整体背景**：每周更新的全局反馈有助于将具体的、局部的反馈（如某次犯的错误）置于更广阔的视角下。即使在指出具体问题后，被管理者也能看到整体的、通常是积极的评估，这有助于保持积极性和信心。这种持续的沟通使绩效管理变得不那么令人畏惧，甚至“乏味”。

📝 **反馈模板示例**：文章提供了一个用于产品经理的反馈模板，包含整体表现评价（低于预期/表现良好/超出预期）、优势总结、待改进项（与晋升挂钩）以及一个最终的总结性陈述。例如：“你表现良好，我很期待与你继续合作。由于你定期进行有洞察力的用户访谈，你非常了解我们的用户；你迭代迅速；并能提出富有创意的产品想法。要成为一名高级产品经理，我希望看到你在规划和交付方面有所改进：特别是确保团队始终了解首要任务并能预见障碍。总的来说，我对团队实现了今年的目标感到非常兴奋，并期待在新的一年里看到更多进展。”

Published on October 13, 2025 10:33 AM GMT

This is one of many short notes on management that I'm planning to post on Substack. I might crosspost to the Forum/LW if there's interest. Happy to discuss in comments!

There’s a difference between:

Local feedback (”That email was really well clear, it would have been great if there were a summary too.”) andGlobal feedback (”I’m glad you work here. You’re especially strong at written communications, but it would be great if you could improve your attention to detail”).

You could be synced up with your direct report locally but not globally, or vice versa.

You could be giving too much negative local feedback and too much positive global feedback, or vice versa.

The weekly mini performance review

I’ve found it useful to write a short (3-4 sentence) piece of global feedback, like a mini performance review, for each person I manage. I copy this across in our meeting notes from week to week, occasionally tweaking things if my overall assessment has changed.

This means that we’re always synced up on their overall performance, so there won’t be any surprises come the annual performance review.

It also helps to put specific feedback in context: if they made a big mistake one week, then I’ll share that, but right next to that they’ll see my overall assessment (which is usually positive!).

It doesn’t take long - maybe less than a minute on average - to copy this mini performance review across from last week’s agenda to this week’s, and check that it’s still accurate. If I need to tweak it, that might take a bit longer, but in that case it’s worth it to stay synced up on their overall performance.

(Some people imagine that it’s terrifying to get a weekly performance review, but because we do this every week and it rarely changes, it makes performance management almost boring.)

What might these look like?

Here’s a rough template:

Start with a sentence that says how they’re performing overall (below expectations / performing well / exceeding expectations)One sentence summarizing their strengthsOne sentence summarizing what you’d like them to improve (maybe framed in terms of what they’d need to achieve the next promotion)Maybe one final summary sentence

Example (for a hypothetical product manager)

You’re performing well, and I’m excited to keep working with you. Because of your regular, perceptive user interviews, you have a really great understanding of our users; you iterate quickly; and you come up with creative product ideas. To become a senior product manager, I want to see you improve on your planning and delivery: particularly in making sure that the team always knows what the top priority is and anticipating roadblocks. Overall I’m really excited that the team hit our goals for the year, and I’m excited to see even more progress this year.

(Normally these claims would be things you’d already synced up on, for instance through a performance review or weekly feedback, so this would just be a summary.)