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We all knew that this was coming.  I am a bit surprised that it took so long.

I can't wait!!!

If you're a manager, you should set goals according to how simple, important (to the company and the employee), and measurable they are. Fifty years of behavioral research suggests that's all that's needed. Since feedback can be challenging both to give and to receive, "feed forward" instead. This approach (popularized by author and HBR blogger Marshall Goldsmith) suggests that instead of telling someone what they've done wrong, you should tell them what they should do differently. Consider the difference between these two pieces of feedback: "You talk too much in our team meetings," versus "In our next team meeting, try to be the last one who offers their opinions." Which would you rather hear?