Do you believe you know how to give employees proper feedback? Do they learn and develop from your assessment?
If you believe you could do better think about some new ways to become more effective. No one really likes to hear criticism but there are ways to make it more palatable and productive for the organization and the employee.
When giving negative feedback decide whether it is better to do so immediately when you see the problem or at the time of more comprehensive review. No matter the approach when you give negative feedback be specific. While there is no need to bring up every single time the employee has erred it should be detailed enough that the employee clearly understands your concerns and sets the stage for a solution.
As part of this tie the comments into the employee’s values and goals. For example, If the behavior causes others to do more work the employee who values what others think about them will be more receptive to changing their behavior.
When giving feedback maintain a neutral voice and watch your body language. Yelling is counterproductive. Being calm sends the message that you are there for constructive purposes, that it is part of the normal business world.
Be specific about the solution. Be sure you have a remedy in mind before talking with the employee but before you do so ask the employee if they might have a solution to the problem. If it matches yours so much the better.
Lastly infuse any criticism with words of encouragement and praise for what they are doing well. This is a coaching opportunity to build confidence, communicate respect, and hopefully build a better relationship with the employee.
Author: Dave Blankenhorn, Executive Coaches of Orange County, www.ECofOC.org