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tive-only assessments. In cases where only narrative feedback is used, managers might resort to creating unofficial or %u201cshadow%u201d rankings to make decisions about organizational outcomes which can lead to perceptions of unfairness due to a lack of transparency. The numerical%u2013narrative combined approach caters to a broader range of needs, enhancing transparency while providing meaningful, actionable insights by accurately informing employees where they stand. Many organizations have already adopted this format, accompanying a performance score with a detailed commentary explaining the reasons behind the rating. However, managers often avoid writing detailed narratives, particularly for negative reviews, due to the time-consuming and unpleasant nature of the task, resulting in employees receiving only numerical feedback. If combination formats are used, our research shows that managers must devote time and effort to delivering detailed and constructive narrative feedback to ensure performance reviews are still seen as fair and motivating.Building Consensus and TransparencyA critical element of effectively delivering performance feedback, regardless of its format, is establishing a clear consensus on performance standards and maintaining transparency throughout the process. This approach ensures that employees can accept and engage with feedback constructively, even when it%u2019s negative. Many organizations facilitate this through %u201cPeople Sessions%u201d%u2014 strategic meetings where leaders meet and discuss employee performance, development, and potential. These sessions ensure that decisions regarding promotions and compensation are transparent and align with the company%u2019s strategic goals. They help set clear benchmarks among managers for what constitutes high and low performance within the organization. Leaders can then draw upon these strategic discussions to provide employees with a comprehensive understanding of the specific reasons behind their feedback, pinpointing areas for improvement. This method enhances both transparency and the perceived fairness of the feedback process, fostering an organizational culture of open communication and continuous development.Delivering Negative Performance FeedbackEffectively delivering negative feedback is a pivotal part of helping your employees understand how they can improve and grow. Though while employees generally respond well to positive feedback regardless of how it%u2019s delivered, negative feedback can evoke resistance, defensiveness, or even feelings of helplessness among employees. For managers, presenting nega-