What to do about it: Provide everyone who reports to you
with ongoing and timely feedback.
As you do, remember:
- The goal of feedback is to help employees succeed by reinforcing effective performance and redirecting ineffective performance.
- Feedback should be based on specific, observable, and verifiable data and information.
- Feedback should be given as close to the occurrence as possible.
- Feedback should be a two-way process. Be sure to solicit the employee’s input on why his or her performance is good … or lacking.
- Feedback should include a discussion of the potential impact of continued good or deficient performance.
- Feedback should never include threats or promises.