Providing employees with effective feedback is a skill that is learned over time. Good feedback is clear, constructive, and focuses on helping the person “fall forward” and grow from mistakes. There are three types of feedback:
- Positive: Offers praise and encouragement
- Neutral: Provides facts and information
- Remedial: Corrects mistakes and provides performance improvement tips
Constructive feedback typically includes a mix of all three types. It also:
- Offers broad strokes and helpful tips
- Avoids nit-picking or micromanaging
- Points out specific things the person did well and targets areas for improvement
- Is provided on a timely basis
- If remedial, is focused on improving performance rather than punishing mistakes
Delivering remedial feedback is a necessary part of addressing performance concerns. These tips may help you deliver effective remedial feedback:
- Stay calm. If tensions are high or it’s been a difficult day, it may be best to give the person a chance to regroup before providing feedback. This gives you time to gain some perspective as well. Sample language: “Let’s meet in the morning to talk about what happened.”
- Consult with Human Resources. Review relevant policies related to the person’s behavior.
- Listen as much as you speak. Ask clarifying questions that will help you understand the person’s reasoning. Sample language: “Would you please explain your understanding of the assignment?”
- Create an action plan. Compile a list of steps that can be taken to avoid mistakes and improve performance. Sample language: “Here are some things we can do to avoid this situation in the future.”
- For violations of company policy or a pattern or poor performance, consider making a performance referral. (Consult with HR before taking any disciplinary action.)
- Follow up. Check in periodically to review the person’s efforts and offer continued feedback. Acknowledge positive improvements and provide encouragement.
Source: Life Advantages
