5 Tips for Giving Performance Feedback

performance feedbackGiving performance feedback is one of the most effective ways to improve employee job satisfaction and employee performance. Yet employees often report that they don’t receive enough feedback from their managers. Here are my 5 quick tips for giving performance feedback (with plenty of additional resources should you want to read more)

Performance Feedback Tip 1: Get clear on what you are giving feedback on

The purpose of performance feedback is to;

a) Acknowledge and build upon outstanding performance

b) Help the employee improve areas of under performance

But what do we mean by ‘performance’? Performance is simply the activities undertaken, actions taken, and behaviours demonstrated by the employee that directly contribute to the success of the business or organisation. In short, performance is what the employee does that contributes effectively to the meeting of the corporate goals. My point here is simple; once we get clear on what performance feedback is (and why we are giving it) we can get clearer on how to give it effectively

Performance Feedback Tip 2: Focus on the Facts

Our employees want feedback that is fair and objective. The easiest way to achieve this objectivity is to focus on what the employee is doing (or not doing) that is resulting in either a negative or positive consequence to the business

(Read more at ‘How to Give Constructive Criticism’ and ‘Five Ways to Give Praise’)

Performance Feedback Tip 3: Avoid personality traits or characteristics

Avoid at all costs giving feedback on the employee’s characteristics or personality traits. Avoid talking about ‘you’ve got a poor attitude’ or ‘you don’t listen’ or ‘you need more confidence’. If you can’t see it – don’t give feedback on it

Performance Feedback Tip 4: Use results and consequences

The most effective way to gain agreement from your employee to improving their performance is by giving performance feedback that illustrates the results and consequences of the employee’s actions. You could use my Actions > Results>Consequences model to frame the conversation:

• ‘When you do this…’

• ‘This is what happens…’

• ‘And the consequence is …’

(Read more at ‘How to Give Constructive Criticism using A>R>C‘. This model works equally well when giving praise)

Performance Feedback Tip 5: Don’t scattergun

Maybe it’s obvious that performance feedback should be given one-to-one and in private? You’d be surprised how many managers use the scattergun approach – delivering feedback to the whole team in the hope that it ‘hits’ the people who need to hear it. It’s a technique that rarely works well, if ever

(Read more at ‘The Worst Way to Give Performance Feedback‘)

Performance Feedback: Learn More with FREE Video Training

Giving performance feedback in order to improve employee performance and satisfaction is a challenge especially when the feedback is aimed at improving performance. To learn more about how to deal with poor performance watch FOR FREE session one How to Prepare to Give Positive Criticism from my video programme Motivating Your Staff to Improve Their Performance with Positive Criticism BY CLICKING HERE

Or take a look at my e-book HERE

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