How To Give Corrective Feedback To An Employee

How to give corrective feedback to an employee is a scary prospect when you don’t know how to do it or when you have had bad reactions with previous attemptsIf you don’t provide critical feedback, then it will be: 1.         Harder for the other person to improve quickly2.         They may not realise that they are missing expectations3.         You are not really treating them fairly if they are underperforming or have poor behavioursI share 4 key ways to give negative feedback without offending or upsetting the other person which maximised the chances they will take action. --- --- How to give feedback has to start with your mindset and approach. The whole purpose of giving corrective feedback to get action and improvement from the other person. To do this, they need to listen to what you say, take it in, understand it and then be committed to actioning it. You massively improve the chances of all this happening when you give feedback with the genuine aim of helping and improving the other person.Next, we go through what to cover when giving feedback to employees. You have to make your negative feedback as useful as possible. You also want to avoid having lots of difficult conversations.How to give critical feedback to an employee starts with being specific. You must describe what the employee did in some detail, so they know exactly what they did wrong. Giving critical feedback doesn’t have to be an ordeal for both parties when you know how to approach the conversation. I share key ways to give critical feedback.Don’t make the corrective feedback about the person. Make the critical feedback about what they did or didn’t do. Finally, try to avoid stating your opinion when giving feedback effectively. Aim to use examples and evidence rather than you opinion. I explain how to do this so you are clear on the difference and provide examples. If you have any questions on “How To Give Corrective Feedback To An Employee”, please email me at [email protected] and I will get back to you. Jess ColesEnhance.training