[karlhughes]

I don't look at taking detailed feedback notes as micro-managing, but rather as a way to make sure employees get valuable, specific feedback.

As an example, if my boss said, "hey, you're not really doing that great," but didn't offer specific examples of how I underperformed, I'd be frustrated and not likely to improve. If she said, "Last week at the product meeting, I noticed you were staring off into space and then had to have a question repeated. Are you okay?" I'd be a lot more apt to open up a conversation about things that are bugging me.

I guess I take notes so that my feedback can be specific and not general, not so I can tell employees exactly how to do their jobs.