Get the right results by giving the right feedback
There are many different methods for coaching individuals, but no matter which model you choose to use or what steps you follow, you will need to be comfortable with giving feedback to your employees. This is often the challenging part for managers, particularly if they believe the feedback is negative. They may fear confrontation, or their general management style may mean that giving feedback is uncomfortable for them.
However, there are some methods you can use when giving feedback which will help ensure that you get the result that you want. You know you have an intention of improving performance and assisting the employee to be successful when you give feedback.
But you need to make sure that the team member understands that as well. Here are some tips to help you give feedback to your employees.
- Make sure that you are choosing the right time to give the feedback. Are you or the team member already stressed over something else? Are you emotionally calm enough to trust that you will be able to deliver the feedback in a constructive way?
- If you can’t deliver feedback immediately after an incident, be sure to take down the important information so that you can refer to it later, and wait until a meeting would be most constructive.
- Make sure the feedback is descriptive, not evaluative, and that it is focused on specific behaviors, not generalizations. This helps eliminate the tendency for the team member to get defensive.
- Make the feedback actionable. In other words, make sure that there is something that the person can actually do about it.
- Make suggestions rather than commands (when possible) – when someone feels they have some control over the next step it helps them to take ownership over taking action on the feedback.
You want to improve your coaching skills even further? Than read more about this topic in “Coaching and Mentoring” written by MTD Training.