What best describes how managers should communicate desired outcomes to performers?

Communicating desired outcomes to performers effectively is crucial for achieving success in any organization. The approach of providing specific and constructive feedback stands out as the most effective method for several reasons.

When managers communicate desired outcomes clearly and precisely, it helps performers understand exactly what is expected of them. Specific feedback eliminates ambiguity, allowing individuals to focus their efforts on clearly defined goals and standards. Constructive feedback not only highlights what needs to be achieved but also provides insights into how to reach these outcomes, thus facilitating improvement and learning.

Additionally, this approach fosters a culture of open communication, encouraging performers to seek clarification and understand their roles better. It builds trust between managers and performers, as individuals feel supported and guided toward success rather than being left to interpret vague instructions or criticisms.

In contrast, using technical language may create confusion for those who may not be familiar with the terminology, leading to misinterpretations of the desired outcomes. Being vague and indirect does not provide the clarity needed for effective performance and can lead to frustration and lack of motivation among team members. Minimizing direct communication undermines the relationship between managers and performers, potentially resulting in a lack of direction and engagement.

Therefore, providing specific and constructive feedback is the best practice for communicating desired outcomes, ensuring that everyone is aligned