Managers want to inspire their employees, but it can be difficult to give feedback.When you let an employee know where they need to improve, you may be worried about their reaction.You can help your employees feel motivated by preparing for the meeting and giving feedback that is constructive.They can feel supported and excited about their jobs if the right approach is used.
Step 1: In giving feedback, reflect on your feelings and intentions.
You should assess your emotional state before giving feedback.Process your feelings before attempting to talk to the employee if you are angry or resentful.If you are calm, your feedback will be most effective.The goal of feedback is to make your employee better.
Step 2: If a behavior needs immediate correction, give immediate feedback.
In a calm way, give any feedback in a private place.The behavior needs to stop and the correction can't wait.It would be good to give feedback on violations of company policy.You could say, "Do not make sexual jokes in front of the client."It is in violation of our policies.I will be setting up a compliance refresher for you with HR.
Step 3: Before the meeting, practice your delivery.
Listen to your feedback with a trusted friend or colleague.It is most helpful to the employee if you give them tips to refine your message.Your working relationship with both people may be awkward if you do this.If you need to give immediate feedback about a sensitive issue, it's a good idea to run your comments by a coworker in Human Resources to make sure you're saying the right things.
Step 4: Give feedback in a timely manner.
A weekly review meeting with your employee is a must.Problems can build up if you wait for a quarterly or seasonal review.It is important to give feedback in a timely manner, but avoid giving feedback if your emotions are high.Before starting a difficult conversation, take a walk around the block or grab a cup of tea.Giving feedback in a timely manner will allow the employee to fix the issue right away.It might make the employee feel embarrassed if they have been doing something for a long time.
Step 5: You should have a plan for a one-on-one meeting.
You can give feedback to your employee in a private meeting.Positive feedback in public is appropriate, but any constructive criticism or areas for improvement should be shared with your employee.
Step 6: The employee should be assessed on their own progress.
The employee can make observations about their own growth and areas for improvement.These remarks can align with your thoughts.Allowing your employee to voice these first allows you to agree and then plan how you can make progress in areas of weakness together.You could say, "I wanted to check in and see how things are going."I was hoping we could talk about the progress you have made this month as well as areas you can improve.What did you think of your impressions?
Step 7: What has been working well for the employee?
You should tell the employee you are committed to helping them succeed, and give them an example of their success.Say there are some opportunities to grow.Your employee will be more willing to hear constructive criticism if you open your remarks with positive contributions.I am committed to helping you grow and succeed, and I really believe in you as a sales person.I think you did a great job closing that difficult account.I am really proud of you.I think you can improve your punctuality to meetings.
Step 8: You should be direct with the employee.
Let the employee know that you want to discuss areas of potential improvement.To make your intentions clear in the meeting is the goal.You might say, "In addition to celebrating your success, I also have feedback for you around things I think you can work on."We can discuss how I can support you the best.
Step 9: Specific about potential improvements.
To the point, make your feedback task focused and clear.Your employee will be confused by feedback about their productivity or work quality.The 10 articles you are writing for us a week have helped drive traffic to the website.I want you to write 15 articles a week so we can keep growing our online audience.You should back up your requests for improvement with evidence.You might say, "I understand that 15 articles might feel like a lot, but when you accepted this job that was a number we agreed to reaching."To get you familiar with article writing was the level you were performing at.I want you to push yourself to meet this new goal after your skills have improved.
Step 10: To support your point, stick to the facts.
If you want to know why an employee acted a certain way, talk about what you have observed.Stick to what you know; don't bring up gossip about the employee.Don't assume your employee is disinterested in their work because a report is late.Discuss the impact of the late report on the team at work with the employee.
Step 11: The focus should be on the employee's performance.
Give feedback based on what your employee does rather than who they are.It is difficult to change a personality trait, but it is easier to modify it.If you say, "I know you're enthusiastic, but when you interrupt me in front of clients, it can be distracting," it will likely be received better than "Your arrogance in client meetings is a problem."
Step 12: The meeting should end on a positive note.
Tell the employee how much you appreciate their work.Affirm your happiness if you have celebrated any growth or improvements during the meeting.Even if you have covered difficult topics, this will give the employee a good feeling about the interaction.
Step 13: Write feedback to document an issue.
If an ongoing problem doesn't improve with verbal feedback, give an employee written feedback in either a formal letter or email.Depending on the nature of the problem, your company may want evidence of your communications.In the event that the behavior is serious enough to merit the firing of the employee, your written communications regarding the issue can potentially protect the company.Many large companies have policies on when managers should give feedback to their employees.Contact HR if you don't know your company's procedures.
Step 14: You should include important details in your feedback.
Provide the history of the issue, your own response, and any potential consequences in your written feedback to the employee.It is possible to change problematic behavior by seeing clear actions and potential penalties.This is an official warning regarding your failure to attend work on time, if you write to a consistently late employee.You have been late to work on 3 occasions in the last week, and each time you have received counseling about it.I was hoping the verbal counseling would have an impact on your attendance time.Disciplinary action up to and including employment dismissal may result from further attendance problems.
Step 15: Allow the employee to set their own improvement goals.
For the next month, ask your employee to set personal goals.To realize those goals, they need to outline some concrete steps.At the end of the meeting, you can share the concrete steps with the employee.
Step 16: Help achieve those goals by offering support.
How can you help your employee reach their goals?Offer to set up a recurring one-on-one meeting so they know you have time on your calendar to discuss any issues they encounter.You could say, "I am always here to talk through anything that may come up while we make progress towards your goal."If you want, I could set up a recurring meeting so we can tackle tough issues together.
Step 17: Take a moment to celebrate the employee's success.
Praise your employee for the progress they are making.It will help them feel appreciated at the office if they celebrate their growth.It shows that you notice their hard work.