What aspect should be considered when choosing the messenger for performance management communication?

When selecting the messenger for performance management communication, the position in the organization is a crucial aspect to consider. This is because the authority and credibility associated with a messenger's position can significantly impact how the message is received by employees. Employees are likely to perceive feedback differently based on who delivers it; for instance, feedback from a direct supervisor or a higher-level manager may carry more weight and be taken more seriously than that from a peer or someone lower in the hierarchy.

Having a messenger in a relevant position not only lends authority to the message but also often reflects a greater understanding of the organizational context and performance expectations. This credibility can help ensure that the message regarding performance management is taken seriously and can lead to more productive follow-up discussions about performance expectations and growth opportunities for the employee.

While other factors like communication style, familiarity with the employee's personal circumstances, and the age of the messenger may play a role in how the message is communicated, the position carries significant importance in establishing the legitimacy and ultimate effectiveness of the communication.