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Lila S.

@lila_ls86

Employee feedback

It is essential to identify the employee's strengths, weaknesses, and potential trouble areas to give an idea of how to provide positive and critical feedback, and to what extent.

  • Timely: Unspoken issues can worsen over time, but by providing quick feedback can mitigate the issue early.
  • Specific: Feedback needs to relate to behavior and you should communicate how that behavior impacted the person involved.
  • Balanced: If feedback must be imbalanced, it should weigh more to the positive. Be intentional about regular positive feedback.
  • Actionable: “When you do [action taken], it [impact of the action]. Could you [desired action]?”

If an employee is surprised by the feedback, then the manager has not done the job of providing regular feedback before the formal feedback session.

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IDEA EXTRACTED FROM:

Giving Constructive Feedback: The Ultimate Guide

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