Posts in feedback
How to Give Feedback Like a Boss, Part II

Following are more tips to help keep feedback conversations constructive.

  1. Be growth oriented – The primary purpose of feedback should not be assessment. Rather, it should be on coaching employees to grow and set new goals. Once goals are set, use them as a baseline for future conversations with a focus on how the employee is progressing towards his/her goals. If insufficient progress is being made, use the conversation to figure out why and what can be done to help get things on track.

  2. Be reasonable – Even if there are many correctable items that you’d like to discuss, avoid overloading. Too much information will only dilute the conversation and reduce its effectiveness. Choose the 2-3 most important elements that require attention and leave all others alone. Less is more.

Read More
How to Give Feedback Like a Boss

In a previous post we talked about using the “EARN” approach to giving constructive feedback that focuses on a person’s actions rather than on their person or character.

Below are some other tips to help you deliver more effective feedback.

  1. Be positive – If your intention is genuine, and you can convey this to the employee, there’s a good chance your feedback will be effective.

  2. Be immediate – Give the feedback while the individual can act on it. Waiting until the end of the week, or worst yet, the annual performance review doesn’t help the person make mid-course corrections.

Read More