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September
2004
Don’t Fumble Attempts at Feedback
Employees value a manager who provides regular feedback that’s thoughtful, balanced and true. But your credibility can be undermined if you deliver a critique that is unfair, unbalanced or factually wrong.
Here are 4 causes of ineffective feedback and strategies for improvement:
Failing to plan your comments. Take the time to prepare the right words. If the feedback is to be given in written form, write a first draft. If you plan to offer your comments verbally, review them at least twice before the feedback meeting.
Letting a feedback session become emotionally charged. Be specific about performance. Take the time to be thorough, sensitive and instructive. Define how it impacts you and the department. Discuss the problem in terms of solutions, not blame. Example: “Although you were late this morning, I know we can figure out a way to help you be on time tomorrow and in the future. What can you do to help the situation and meet the expectation?
Focusing on too much negative feedback. Don’t fall into that trap. Give feedback when things are going well, not just when there’s a problem. Make constructive criticism brief and stay focused. Always remember to comment on any recent successes that my have gone unrecognized.
Basing feedback on unreliable information. People often have their own agendas when they tell you about another employee’s shortcomings. Always question any assumptions and double-check the facts before evaluating an employee’s performance.
Adapted from Communication Briefings, Vol. 23, No. 10, (703) 518-2343; http://www.briefings.com.
Working Solutions is a non-profit organization providing employee training and leadership development services for healthcare organizations, non-profits and corporations. This retention tip is published monthly to provide tips, strategies and new ideas for HR professionals, managers and executives to help retain their employees.
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