Concern can be disguised as insecurity. A high-performing employee who reads an email sent to the whole company about areas of improvement will take it to heart. They will look into their behavior to determine if they are the culprit. There is now a seed of doubt that may inadvertently alter their successful behaviors. What is the best way to avoid this? As leaders, send concise emails only to those who need improvement. Use examples. Tell them it is directed at them. They will get the message, and it won't distract others to whom it does not apply.
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