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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Constructive criticism provides an opportunity for someone to gain insights about their personal or professional actions and behaviors.
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How to provide feedback
- When providing an evaluation, be explicit and low-context with both positive and negative feedback. Don't launch into the negative until you’ve also explicitly stated something that you appreciate about the person or the situation. The positive comments should be honest and stated in a deta...
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