Choose a manageable development focus
Use a report finding to choose the skill or behaviour to develop. The person and their manager can turn it into a SMART goal: specific, measurable, achievable, relevant and time-bound.
Continuous development
Keep the next step connected to the feedback
A report can identify a useful focus. A practical goal gives the person something to work on. A Progress Check helps them return to that focus later and hear what colleagues have observed.
GoalFictional data
Agree the expected outcome and decision boundaries when handing over a task
Milestones: 1 of 3
- Agree decision boundaries with the teamDone
- Practise in two project handoversIn progress
- Ask colleagues what has changedNext
Progress CheckFictional data
Direct reports’ rating for delegation
Colleagues report a change. This does not establish what caused it.
Make the goal practical
Add a due date and milestones. Track whether the goal is not started, in progress or achieved. Keep the connection to the report so the reason for the action remains clear.
A fictional illustration: After discussing delegation feedback, a person chooses to agree the expected outcome and decision boundaries when handing over a task. Milestones give them opportunities to practise that behaviour and discuss what they learn.
Revisit the chosen skills with a Progress Check
A few months after the report, the same colleagues answer a short survey on the skills the person chose to develop, to see whether they notice a change. Focus the follow-up on those skills rather than repeating every question.
Interpret change with care
Comparisons depend on suitable questions and enough feedback to protect anonymity. A changed questionnaire or participant group can limit what is shown.
A change in feedback describes a change in observed ratings. It does not prove which activity caused it or establish financial return.
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