Knowing how to provide constructive feedback is a valuable management skill. Feedback is most effective when it:
- Is clear, specific, and timely
- Maintains a positive focus
- Avoids undermining confidence
- Offers broad strokes and helpful tips
- Targets areas for improvement
- Minimizes nitpicking or micromanaging
- Focuses on improving performance rather than punishing mistakes
Effective feedback often includes some combination of:
- Positive affirmation
- Factual or procedural updates
- Remedial or corrective action
Of the three, remedial feedback is often the most challenging to deliver. However, it is a necessary part of addressing performance concerns. When you have to deliver remedial feedback, particularly following a major error, these steps may be helpful:
- Stay calm. If tensions are high or it’s been a difficult day, give everyone a chance to regroup before providing feedback. Sample language: “Let’s meet in the morning to talk about what happened.”
- Consult with Human Resources. If the feedback is needed because the person has engaged in inappropriate or negligent behavior, review relevant policies with Human Resources.
- Listen. Ask clarifying questions that will help you understand the person’s choices. Sample language: “Would you please explain your understanding of this task?”
- Create an action plan. Compile a list of steps that can be taken to avoid mistakes and improve performance. Sample language: “Let’s discuss how we can avoid this situation in the future.”
- Follow up. Check in periodically to review the person’s efforts and offer additional feedback. Point out positive improvements and offer encouragement.
