As a supervisor or manager, one of your responsibilities is developing your people. And one of the best ways to do this is by giving regular feedback. Let your employees know when they’re performing well and let them know when improvement is needed. Too often we wait for the official performance review process before giving feedback. This significantly reduces the impact of the feedback – whether positive or constructive – and in cases where improvement is needed can often prolong and increase the impact of undesirable behaviors. Here are 5 tips for giving feedback effectively.
- Make it timely. Saying “thank you” or “good job!” soon after an employee has done something extra encourages them to continue. Likewise, discussing performance issues “in the moment” helps reestablish expectations and initiates the improvement process sooner rather than later. If you allow a performance issue to continue without bringing it to the employee’s attention he or she may not even realize it’s a problem.
- Be consistent. Be sure you’ve communicated expected performance levels and behaviors to all your employees and then give feedback consistently based on those expectations. This will prevent the appearance of favoritism.
- Make it clear. Use the SIE format – Situation, Impact, Expectation. State the situation – “Being at work on time is essential for us to be able to meet the needs of our customers. You’ve been late three mornings in a row.” State the impact – “When you’re late, others have to make your deliveries which impacts the schedule.” State the expectation – “I expect you to be at work and ready to start deliveries by 8:00 am every day.” When employees understand the adverse impact of their actions they’re much more likely to change them.
- Write it down. Writing down employee issues serves two purposes. First, it provides the paper trail necessary to prove you have a valid reason for corrective action or termination. Second, it holds the employee accountable for their actions. See my special report for some additional tips on documenting performance feedback.
- Own it. Feedback needs to be about something you’ve observed, not something you’ve heard second hand, and it should never be delivered when you’re angry or upset. Also, find a private place to have your developmental discussion.
Both positive and constructive feedback should be given in the spirit of recognizing people for what they achieve, and helping them be the best they can be.
THIS BLOG POST IS OF A GENERAL NATURE AND IS NOT INTENDED TO ADDRESS ALL ISSUES OR PROBLEMS THAT MIGHT ARISE IN ANY EMPLOYMENT RELATED MATTER. NOR IS IT INTENDED TO BE LEGAL ADVICE, WHICH CAN ONLY BE RENDERED BY A DULY LICENSED ATTORNEY-AT-LAW. READERS SHOULD CONSULT WITH A LAWYER IF THEY HAVE SPECIFIC CONCERNS THAT THEY FEEL ARE LEGAL IN NATURE. NEITHER CONNECT TO HR OR MICHELLE MENDOZA HAVE ANY LIABILITY FOR HOW THIS INFORMATION IS APPLIED IN PRACTICE OR FOR THE ACCURACY OF THIS INFORMATION. THIS BLOG POST IS PROVIDED AS AN EDUCATIONAL RESOURCE ONLY, AND CONNECT TO HR OR MICHELLE MENDOZA SHALL NOT BE LIABLE FOR ANY SPECIAL, INDIRECT, INCIDENTAL, OR CONSEQUENTIAL DAMAGES, INCLUDING WITHOUT LIMITATION LOST REVENUES OR LOST PROFITS THAT MAY RESULT FROM THE USE OF THIS INFORMATION.