Another 3 Tips for Giving Performance Feedback

performance feedbackAre you thinking of giving your employee some performance feedback? Could you use some tips on how to do that effectively? In my blog ‘5 Tips for Giving Performance Feedback’ I talked about; getting clear on what you are giving feedback on, focusing on the facts, avoiding personality traits, using results and consequences and avoiding the scatter gun. In this article I’ve three more tips (with some additional resources should you need them)

Performance Feedback Tip 6: Be Sure You Have Some to Give!

Often managers only give regular performance feedback to employees when they have performed either exceptionally well or exceptionally badly. But what about the employees who perform consistently to the standards required – without being exceptionally ‘good’ or exceptionally ‘poor’?

We need to ensure that all our employees get the regular feedback they want and need. To do this we need to monitor our employee’s performance (on an ongoing basis) so that we can collect the samples and examples of performance we need in order to give feedback that is objective and improves performance

(Read more at ‘Performance Feedback: What if I don’t have any to give?’)

Performance Feedback Tip 7: Realise What Happens When You Don’t Give Feedback

When we don’t give performance feedback we create a ‘feedback gap’ that our employees just have to fill. Here are some of the ways they try to fill that gap

  • People make it up – based on what you; last said to them, what you last did with them, what you said at the coffee machine, what you don’t say or do. In short – they guess!
  •  People look for feedback elsewhere – from clients, team members, or the guy who services the air con system
  •  People give up trying to get feedback and just do what they’ve always done

(Read more at ‘Performance Management Gaps: Performance Feedback’)

Performance Feedback Tip 8: Don’t let fearing the ‘pain’ stop you giving the feedback

Often managers avoid giving feedback (specifically feedback aimed at improving performance) because they don’t want to cause their employees pain – such as upset, anger, disappointment or embarrassment. The reality is, when we avoid giving feedback we cause pain – especially to the employee. Our responsibility as a manager is to skilfully deliver feedback. We don’t have to take responsibility for our employee’s emotional response to that criticism. It’s just not helpful – especially to the employee – to do that

(Read more at Constructive Criticism – Managing the ‘Pain Problem)

Performance Feedback Summary

Giving performance feedback is one of the most effective ways to improve employee job satisfaction and employee performance. But giving feedback can be 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

feedback Or why not take a look at my e-book ‘Motivating Your Staff to Improve Their Performance with Positive Criticism’ – a step-by-step guide for giving criticism in a way that your staff member finds easy to understand and easy to accept and that motivates them to make a change that improves their performance. More details HERE


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