This Tip provides a list of fifteen performance feedback basics for supervisors drawn from twenty different feedback models.
“All that is valuable in human society depends upon the opportunity for development accorded the individual.” Albert Einstein
Performance Feedback Basics
Here are performance feedback basics for supervisors drawn from twenty different feedback models:
Preparation, Observed Behavior, and Timely
- Preparation: First, define the occurrence , why the employee needs to address it, and the specific desired outcome from the feedback session.
- Behavior: Explain what the supervisor observed, not what the supervisor thinks or feels about the issue.
- Timely: Give feedback as soon as possible after the situation.
Example, Documentation, and Objectivity
- Example: Provide a specific example of the observed behavior.
- Documentation: Present data that supports the issue to be addressed.
- Objectivity: Stay focused on the performance, not the person.
Impact, Dialogue, and Desired Behavior
- Impact: Describe the impact of the behavior on the effectiveness of the employee, others, the project and/or the organization
- Dialogue: Ask questions and create a two-way conversation to help both supervisor and employee clarify the situation.
- Desired Behavior: Focus on specific observable behavior that the employee can change.
SMART Goal, Actions to Take, and Commitment
- SMART Goal: Establish a specific, measurable, achievable, realistic and timely goal for the employee to demonstrate the desired behavioral change.
- Actions to Take: Determine the specific means by which the employee will achieve the desired behavioral change.
- Commitment: Obtain the employee’s buy in and motivation to make the desired behavioral change.
Monitoring Plan, Check for Understanding, and Follow Up
- Monitoring Plan: Always have a follow up plan with progress checkpoints.
- Check for Understanding: Prior to ending the session, have the employee summarize the discussion and the resulting plan of action.
- Follow Up: Finally, make sure to monitor performance progress and discuss it with the employee.
May your learning be sweet.
Deborah
