Don't Turn Your Back on Constructive Feedback
Delivering constructive feedback when an employee's performance needs improvement can be difficult for even the most seasoned leader. But when we avoid these conversations, we fail to serve both the employee and their team. Use these 4 tips to get back on track with deliberate, constructive feedback: - Give the Employee a Little Credit. Employees are curious about how they are doing and what they can do to improve. Giving constructive feedback not only offers an opportunity for the employee to change his or her behavior, it also builds trusting relationships and reduces the opportunity for misunderstandings.
- Be Specific. Speak to behaviors and performance that you have personally observed that did not align with expectations - offer as much detail as possible.
- Focus on the Issue. Feedback that focuses on the person rather than the behavior may be interpreted as subjective and discouraging, which creates defensiveness. Conversations should be centered around meaningful, on-the-job behaviors, results or teamwork and should emphasize performance expectations.
- Have Conversations in Real-Time. Give constructive feedback in private and as close to the time of performance as possible.
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