Most managers struggle to give critical feedback clearly. This format makes it easy.
We call it absolute because we assign a number. The number enables you to specify the precise action that will get the receiver to the next level (e.g. from a 2 to a 3).
Do this on a regular cadence—monthly is ideal, quarterly at minimum. Regular absolute feedback in both directions surfaces what needs to be said and builds trust through repeated practice.
The rating Your current rating for your job function, 1-5:
What you did that I liked:
To get to the next level: