Feedback is problematic. Managers often dislike giving it and direct
reports rarely get enough to change their behaviors. But feedback,
both positive and negative, is an important tool for learning and
career growth. Next time you have to talk with someone about their
performance, follow these four steps:
Be specific. Feedback needs to be actionable. Use concrete examples to
back up your conclusions. Avoid generalized character attacks.
Instead, describe the behavior.
State the impact. Tell the person how his behavior is affecting you,
the team, or the organization.
Prescribe. Be specific about what needs to change. Often employees
won't know what to change unless you tell them.
Do it often. Get in the habit of praising good performance and
identifying troublesome behavior.
--
By,
CA Parthiv Mehta
reports rarely get enough to change their behaviors. But feedback,
both positive and negative, is an important tool for learning and
career growth. Next time you have to talk with someone about their
performance, follow these four steps:
Be specific. Feedback needs to be actionable. Use concrete examples to
back up your conclusions. Avoid generalized character attacks.
Instead, describe the behavior.
State the impact. Tell the person how his behavior is affecting you,
the team, or the organization.
Prescribe. Be specific about what needs to change. Often employees
won't know what to change unless you tell them.
Do it often. Get in the habit of praising good performance and
identifying troublesome behavior.
--
By,
CA Parthiv Mehta
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