Invest 30% of your time discussing the past, and 70% on the future In our book, #HeadStart, Vivek and I had the privilege of featuring @JoyAndLife , who shares a transformative perspective on making performance appraisal conversations truly impactful. Here’s his 30:70 rule: "Any feedback you have, soft or hard, shouldn’t wait for appraisal time but be given promptly. Appraisal time is for reviewing, consolidating, and synthesizing all feedback of the year, and for setting expectations for the coming year. In a performance appraisal conversation, invest 30 per cent of your time discussing the past and 70 per cent on the future. Managers must not forget that a performance appraisal includes the word ‘praisal.’ Ensure that you’re adding to the self-esteem and growth of the individual.” Gurprriet’s advice is a powerful reminder for both managers and employees: - For managers, it’s a call to turn appraisals into opportunities to inspire and guide. - For employees, it’s a prompt to approach these conversations with a growth mindset, ready to chart the next steps in their career. Discover more expert insights and actionable strategies in HeadStart. Order your copy today - amazon.in/HeadStart-Unlock-S…