Many employees come with a built-in feedback deflector. Some seize only on the praise you offer, ignoring the criticism. Others assure you they "got it" but don't follow through, or argue that the inadequate performance you saw was an exception. What can you do to make sure your feedback makes a real difference in performance? Here are some suggestions from the pros:
- Ask for the performance you want. Start by checking your previous feedback to make sure it included clear and positive expectations, not just criticism of the current performance. It's not enough to tell employees what they're doing wrong; make sure you also tell them how to know they're doing it right. As much as possible, leave the details of how to achieve results up to the employee—but make sure the overall picture of expected performance is as clear as you can make it.
- Reinforce why a change is needed. Explain the need for change in terms of team goals ...(register to read more)