Explain why you're concerned, in terms of its specific impact on the department. Ask why it happened and listen to the explanation without judgment. Describe the need for change and ask for ideas. Discuss each idea and offer your help.
Helpful feedback is always honest and fair, and helps people improve. It includes being aware of how people receive criticism and remembering that people are different. There are several considerations that will have a positive effect on the delivery of feedback. For example, start with the end in mind, ask yourself what concrete results you want to achieve, and determine how many comments to offer and how often.
There are a few feedback techniques; each of them has its advantages and disadvantages and is appropriate for different situations. Ongoing training and feedback between managers and employees are integral to employee performance, development, and ongoing engagement. Krasimir is the director of Integral Links LLC, a community of coaches and consultants dedicated to helping individuals and organizations achieve their strategic objectives. There are plenty of opportunities to hold guidance or feedback conversations about performance, development, and issues related to employee engagement and work in an inclusive and supportive environment.
Krasimir Kashinov, MBA, PMP, ACC, is a management consultant and coach accredited by the ICF with experience in strategy and business operations. The views and opinions expressed in the guest posts that appear on this blog are those of the author and do not necessarily reflect the opinions and views of the International Federation of Coaches (ICF).
