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FEEDBACK PLAN
Most people dislike oicial performance evaluations. Supervisors procrastinate
doing them, and employees dread them. Yet feedback is critical for us to improve.
We need guidance and direction. Waiting until the mandatory yearly performance
meeting is ineective. Great leaders provide more feedback, more often, and in a
way that motivates the receiver to perform even better.
How can leaders and managers today
incorporate eective feedback into their
organizations? Here are ways to provide
better feedback.
1. Provide feedback more often. Schedule a time to
personally praise, encourage, or thank each person.
I can provide feedback to __________________
about ______________________________ .
2. Focus on the project, not on the individual.
Use phrases like:
• “We need to expand the parameters to include this.”
• “The client wants this section revised.”
• “Can this be done with these changes?”
3. Redirect time and focus with phrases like:
• “I know you enjoy working on the Jones project. But our
most important project this week is the Smith project,
so please focus on that deadline. Thanks!”
4. Provide deadlines. People work to deadlines, so
give them deadlines.
• “We need this completed by Friday at 2:00 PM,
because our meeting with the client is at 3:00 PM.”
5. Create 2-way conversations. Instead of being
directive, have a casual conversation. When employees
are engaged in conversation, they’re more comfortable,
and are more open to the topic.
TIP: Have them speak first about a problem or situation.
Ask questions that elicit information, such as:
• “What do you think is going well on this project?”
• “Where do you think we can improve this project?”
• “If you were in charge of this, what would you do
dierently?”
6. Sometimes we need to address specific behaviors.
Use specific examples for clarity. Generalizations such as
“You are not reliable” are not helpful. Broach topics clearly
and in a helpful manner to improve performance.
TRY:
• “This is the third time you’ve been late this week. Is
there something I can help with?”
• “This project deadline was yesterday afternoon. Are
there obstacles I should know about?”
7. Make sure to let people know when they are doing
a great job. When praising people, make sure to be
specific about what they did right.
• “Thanks for taking care of that diicult customer. You
stayed really calm and they left with a good solution.”
• “You did a great job handling the negotiations on that
contract. That was better than we expected. Here is a
bonus.”
• “Thank you for running the meeting. People said you
assigned projects well and they’re excited about being on
your team.”
