Preparing for a conversation
Giving effective feedback about performance
Guidance on giving effective feedback to your reports.
- Find an appropriate environment.
- Be clear about the specific behaviours you have observed and want to improve and where and when you observed them.
- Be clear about the impact and consequences of these behaviours.
- Avoid language that is emotive or which could be interpreted as a personal attack.
- Ask open questions to clarify any points and explore possible options.
- Remember that it is important for individuals to take ownership of improving their performance.
- Give the person time and space to explore the impact of their behaviour for themselves. This will empower them to identify alternative approaches.
- If they refute your feedback, perhaps because they feel you have misread or misunderstood the situation, invite them to provide examples which support their view, and listen without prejudice.
- If the difference of opinion cannot be resolved, re-state your original concerns and consider different ways of phrasing the point.
- Explore developmental solutions and support the individual in selecting and implementing these.
- Arrange follow up meetings with the individual if appropriate.