QUESTION 11- What guidelines for framing and communicating performance feedback would you recommend to a manager about to conduct formal performance reviews for the first time?

What guidelines for framing and communicating performance feedback would you recommend to a manager about to conduct formal performance reviews for the first time?

·         Build feedback into the job

Ø  To be effective feedback should be built into the job or provided soon after the activity has taken place

·         Provide feedback on actual events

Ø  Feedback should be provided on actual results or observed behavior and should be backed up by evidence. Feedback should not be based on supposition about the reason for the behavior.

·         Describe, don’t judge

Ø  Feedback should be presented as a description of what has happened and should not be accompanied by a judgment.

·         Refer to and define specific behavior

Ø  Feedback should relate to specific items of behavior. Don’t indulge in transmitting general feelings or impressions.

·         Define good work or behavior

Ø  Define what you believe to be good work or effective behavior with examples when commenting on someone’s work or behavior.

·         Ask questions

Ø  Ask questions rather than make statement: - for example “Why do you think this happened?” – “How do you think you should tackle this sort of situation in the future?”

·         Select key issues

Ø  Select key issues and restrict yourself to them. As there is a limit to how much criticism anyone can take. If you overdo it, the shutters will go up and you will get nowhere.

·         Focus

Ø  Focus on aspect s of performance the individual can improve. It is a waste of time to concentrate on areas that the individual can do little or nothing about.

·         Provide positive feedback

Ø  Provide feedback on the things that the individual did well in addition to areas for improvement. People are more likely to work positively at improving their performance and developing their skills if they feel empowered by the process.

·         Provide constructive feedback

Ø  Focus on what can be done to improve rather than on criticism.

·         Ensure feedback leads to action

Ø  Feedback should indicate any actions required to develop performance or skills.