3 guidelines for effective employee feedback Excerpt:
He took a deep breath and I could see that he was fighting back a bevy of emotion. Not only was he receiving feedback in a very busy coffee bar at work but also in a manner that was completely inappropriate in terms of personal comments about his character and how that was affecting his performance. Too many times in my career I have witnessed something similar — from busy coffee bars to hallway conversations to private office feedback sessions only to hear later from the employee how hurtful, painful and demotivating the conversation with their manager was. Here are some guidelines to ensure your next feedback session is effective and drives improved performance.
In its simplest form there are three parts to all goals within a company:
- ‘Who’ will be doing it;
- ‘What’ will get done & success criteria; and
- ‘How’ it will get done.
Learning to focus your employee feedback sessions on business outcomes (the What and How) vs. character (the Who) will greatly improve the performance, innovation, and effectiveness of your employees.