Here's how you can cultivate an assertive communication style as a performance manager.

As a performance manager, it is very critical to be clear and direct with expectations and feedback. While giving feedback, focus on facts, specific behaviors and offer suggestions to improve. During the discussion, practicing empathy by understanding team members’ perspectives helps build trust and fosters collaboration. It is equally important to actively listen to your team member, showing that you value their input. During the conversation, managers can encourage feedback for self showing they too are open to feedback and creating a culture of Openness, Trust, Collaboration and Respect

Very Important aspect working in a team effectively is to have clear communication, active listening skill and also plan progressive growth path for each individual who is working with you. Firstly understand learning expectation of your team member, as a performance manager one should prepare a growth path for team member, discuss his/her strengths & weaknesses with the person transparently and also the learning programs to achieve the goal which he/she is expecting. If starting at the journey performance manager is discussing all these points openly, at the time of evaluation it would be easy for both to communicate the growth that one would have earned in the organization. Performance manager should also understand that no one is perfect

One should aim to communicate your needs and the needs of the organization clearly, while also being open to others' ideas and perspectives. Reflect on situations where you could have been more assertive and think about how you might handle similar situations in the future. One needs to be clear about what is expected from your team members. This clarity reduces ambiguity and helps prevent misunderstandings. Practise active listening and empathy. Create an environment where team members feel comfortable sharing their thoughts and concerns

Cultivating an assertive communication style as a performance manager is key to fostering a productive environment. 1. Start by practicing active listening—really pay attention to your team’s input and concerns. This shows you value their opinions. 2. Be clear & direct when sharing feedback; use “I” statements to express your thoughts without sounding accusatory. For example, “I noticed” instead of “You always”. 3. Encourage open dialogue by inviting questions & being approachable. 4. Set boundaries when necessary, but do so with empathy. 5. Role-playing different scenarios can also help you build confidence in assertiveness. Remember, the goal is to create a space where everyone feels heard while also maintaining clarity and respect!

Cultivating an assertive communication style starts with understanding what assertiveness truly means. It’s about expressing your thoughts and needs clearly and confidently while respecting others. Recognize that being assertive doesn’t mean being aggressive; it’s about finding a balance between standing up for yourself and being considerate. Take time to reflect on your own communication habits and identify areas where you can be more direct yet respectful. By embracing this mindset, you lay the foundation for effective interactions.

self-reflection is definitely not the strongest weapon here, you will never be able to see your blind spots. asking for continuous feedback and accepting these without any question-mark, that is the way forward.

Performance managers who champion successful performance discussions always make it a practice to prepare well with the format, articulation and supporting data before entering into a performance discussion. These are the folks who are also willing to take feedback and genuinely invest time to self reflect on their communication style. In context of tough performance conversations, leaders often go back reflect, seek feedback from peers and practice better ways of communicating while incorporating the inputs received. Self reflection further enables one to be more aware and mindful of the audience and gives an edge to have a successful discussion.

Regular self-reflection helps identify areas for improvement in your communication style. Evaluate how your words and actions impact your team, and adjust accordingly to promote transparency and trust.

As a Performance Manager, it's very important that one constantly analyze one's self. Giving feedback is important but it should happen that feedback is for others' only. One should be ready to get the feedback on he/she is evaluating the performance of team, how he/she is keeping a track on team member is making progress in right direction, or where to make changes. How to share the feedback so one is not feeling demotivated rather one should feel manager is investing his/her time in growth! So, while sharing feedback to others, firstly evaluate own pattern to be a good and progressive Performance Manager.

When you as a Performance Manager preparing the plan for team member, you should make sure it is achievable. One must know the capacity of the team member, while setting up the expectations, one as a performance manager should plan it in a way it should push member to perform more but not stretch it to an extend that he/she should not achieve it. While settling up the goals it should be clearly communicated and also mutually agreed upon. Also, periodically performance should be evaluated with proper feedback!

One of the essential of an assertive manager is the ability to establish clear, unambiguous expectations for their team. Be direct in communicating deadlines, deliverables, and performance standards. This eliminates confusion and empowers your team to meet your requirements. Follow up regularly to ensure alignment and course-correct if needed. I recall during one performance review, I provided feedback to a team member on their strengths and areas for improvement. I made sure to be specific, citing examples of their achievements and offering actionable suggestions for growth. This approach helped the team member to understand their strengths and weaknesses, and they appreciated the constructive feedback.

In one of the incidents wherein a particular employee was being communicated feedback for a coaching opportunity, it was observed very soon that the associate was unhappy and had a conflicting opinion that he was not clear about his goals and very rightly so. The goals given to the team member were - open ended, subjective and non-quantifiable. In contrary had the manager set clear goals or set clear expectations the team member would have been able - to deliver results, - to add value to the team and - would have been more productive and efficient and definitely happier, motivated and invested in his work.

Clearly define goals and expectations with your team to avoid misunderstandings. Ensure that everyone understands their role and responsibilities, fostering accountability and alignment within the team.

Offering constructive criticism balanced with positive reinforcement creates a culture of continuous improvement. Be specific and focus on behaviors, not personal traits, to help employees grow effectively.

When giving feedback, you need to aim for a balanced approach that includes both strengths and areas for improvement. Be clear and specific about what the individual is doing well and where they can grow. This not only makes your message more constructive but also helps create a culture of trust and respect. When employees know that you value their contributions while also guiding them toward improvement, they are more likely to engage openly in conversations. This balance encourages a two-way dialogue rather than a one-sided critique.

While being assertive during a performance discussion, it is important to take a balanced feedback approach to sound effectively assertive. This means that as performance manager you must have weighed in all the nuances in advance and accordingly prepared for the performance feedback. This also means and calls for giving balanced weightage to the recognition of the achievements as well as the areas of opportunities/improvement areas. Make sure to incorporate discussions around the what(tasks being delivered and how(behavioral aspect, competencies and potential used to deliver the tasks) of the set goals. Give an opportunity for the team member to share their opinions as well.

Active listening demonstrates respect and builds rapport with your team. Engage fully in conversations, ask clarifying questions, and respond thoughtfully to ensure mutual understanding and collaboration.

Assertive communication isn’t just about speaking your mind; it’s also about listening carefully. Show genuine interest in what others are saying by maintaining eye contact and nodding to acknowledge their points. Ask clarifying questions to ensure you understand their perspective fully. By practicing active listening, you demonstrate respect and create an environment where everyone feels valued and heard. This not only builds rapport but also encourages more open and honest conversations, allowing for effective collaboration and conflict resolution.

Create a safe space where employees feel comfortable sharing their thoughts and concerns. Open dialogue fosters trust, encourages innovation, and strengthens team relationships, driving overall performance.