Valuable Tips For Giving Feedback
Give positive recognition to people immediately. Meet individually with your employees to discuss their career goals and identify the skills they need to achieve these goals. Identify the weakest performer on your staff. Decide whether you think this person has the ability to perform adequately. If so, develop a program to bring him or her up to speed. Ask yourself, "What must people do to get positive feedback from me?” Evaluate your expectations. Don't hesitate to confront poor performance as soon as you notice it. Give feedback and begin constructive action to help. Maintain a development file on each of your employees. Keep track of successes, failures, development needs, and how you have agreed to help. Use this file during the performance review process. Help others learn from mistakes. Communicate current and future organizational needs and how they relate to the development priorities of individuals on your team. Focus your feedback on people's behavior. Be more descriptive and less evaluative in your feedback. Remember that people master tasks in small steps. Help your employees become competent by building from small to larger responsibilities. Recognize development efforts, not just results. Find ways for others to capitalize on and further develop their areas of strength. Help your employees build their skills by having each employee work on improving one development need and enhancing one strength at a time. Be specific about the steps he or she can take to meet his or her goals. Be a role model for development by openly pursuing learning and taking risks. Be alert to articles and development tips that could be of help to others; pass them on to appropriate individuals.
1 of 2
Create your own development handbook of ideas especially suited to your company and function in the organization. Ask your employees to read this handbook and identify one or two suggestions they'd like to tackle. Allocate resources for development, including money, time, and consultation. Meet with your employees individually to identify what you can do to help them be more effective in their jobs. Identify the one or two employees most likely to replace you, and begin grooming them for your responsibilities. Rotate people through key positions to develop their general management capabilities. Let your employees stand in for you. Send them to meetings in your place. Encourage a “continuous improvement" mindset that allows rewards for mistakes and accompanying efforts to improve.
(Information obtained from the Successful Manager's Handbook; Personnel Decisions Inc., 1996)
2 of 2