Managing employee performance through effective feedback
Managing Employee Performance
through Effective Feedback
June 16, 2016
Amy Castro, ICTS, 281.728.2248
Why we need to provide regular feedback
Helps people find the motivation to do their best
Fix little problems before they become big ones
Reinforces “good” behavior so it continues
Help employees understand priorities
Helps build employee loyalty & retention
9 Steps for
The fine print: simple is not the same as easy
Provide Feedback . . .
At least “regularly”
Planned, scheduled sessions too
Step 2: Embrace the Why
of Employee Feedback
Step 3: Ensure employees have a chance to
• Are expectations clearly communicated?
• Were there extenuating circumstances?
• Are employees aware of the benefits of great performance?
• Are there clear consequences for non-performance or poor
What’s your listening style?
Factual? Evaluative? Empathetic?
1. Employee complains about another
2. Employee expresses concern about taking
on an unfamiliar project.
3. Job candidate telling you about his
Step 5: Askwhen you know you could tell
What could you do differently? Asking
The next time, you should…. Telling
What do you think the problem is? Asking
The problem is, you didn’t… Telling
Open or Closed?
• Do you think this is a good idea?
• What did you think about Mary’s idea?
• How do you think we could do a better job?
• Are you saying you won’t help me?
• How could we make better use of your talent?
• You think you’re too good for this job, don’t you?
Step 6: Use nonverbal communication that
reinforces your verbal message
Step 7: Provide SMART Feedback
Share only what you know to be true
Make comments specific and behavior-oriented
Address only what the individual can control/change
Remember to provide positive AND improvement feedback
Time feedback appropriately
1. Share exactly what the person did and/or said
2. Share how the behavior created positive results
3. Tie the behavior to a benefit
Step 8: Provide Sincere Praise Early and Often
Step 9: Provide Performance Improvement
Feedback Early and Often
1. Share the behavior you observed
2. Share the negative result
3. Ask/Tell how the situation could be handled
differently next time
4. Praise the new plan of action or repeat #3
5. Tie the new behavior to future positive results
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