Young entrepreneurs were asked what they find valuable in performance feedback.
1. You give specific feedback. You can use SMART goals: specific, measurable, attainable, realistic and time-sensitive.
2. You make it time-sensitive by sharing microfeedback using tools like texts, Yammer or Twitter, so your people can correct course immediately.
3. You explain not only what but why.
4. You keep it measurable. And you make sure what’s measured is valid.
5. You know it's from reputable sources.
6. You give feedback that helps everyone.
7. You define next steps. This includes benchmarks and deadlines so you can check on progress. You can’t guarantee improvement, but you can provide a map.
8. You demonstrate understanding. Your team needs to realize that no one is perfect, not even you, and that you all benefit from each other’s strengths.
— Adapted from “What makes a piece of performance feedback useful?” SmartBlog on .