Houston Texas Lista de verificación: dar retroalimentación sobre el desempeño del trabajo cuando ha ocurrido un problema - Checklist - Giving Job Performance Feedback when a Problem has Occurred

• Category: Empleo - Comentarios de los empleados - Listas de verificación
• State: Multi-State
• City: Houston
• Control #: US-03069BG
• Format: Word

Description

The purpose of the checklist is to give some ideas of the best way to discuss a problem in with an employee has been involved or is having. Houston Texas Checklist — Giving Job Performance Feedback when a Problem has Occurred: 1. Introduction: — Start by addressing the specific problem or issue that has occurred in job performance. — Mention that the feedback session is aimed at addressing the problem constructively while maintaining a positive working relationship. 2. Preparation: — Gather all relevant information and evidence regarding the problem. — Review any previous discussions or warnings related to the issue to ensure consistency. — Consider potential solutions or improvement strategies before the feedback session. 3. Setting the Tone: — Create a comfortable, private, and non-threatening environment for the feedback session. — Emphasize the importance of open communication and the intention to help the employee improve rather than punish. 4. Specific Observation: — Begin by describing the specific incident or behavior that led to the problem. — Provide objective details, avoid personal opinions or assumptions. — Use clear and concise language to ensure there is no ambiguity. 5. Impact: — Explain how the observed behavior or performance negatively impacts the individual, the team, or the company. — Highlight the consequences or potential risks associated with the problem. — Connect the problem to the employee's responsibilities and overall job performance. 6. Active Listening: — Encourage the employee to share their perspective on the incident or issue. — Actively listen to their explanation, thoughts, or concerns without interrupting. — Demonstrate empathy and understanding by acknowledging their point of view. 7. Open Communication: — Encourage the employee to ask questions or seek clarification. — Discuss potential underlying factors that might have contributed to the problem. — Avoid blaming or shaming, and focus on finding solutions collaboratively. 8. Constructive Feedback: — Provide specific suggestions or recommendations for improvement. — Offer actionable steps or resources to support the employee in addressing the problem. — Clearly articulate expectations and the desired outcome moving forward. 9. Development Plan: — Collaboratively create a development plan with clear goals and timelines. — Identify training opportunities, mentoring, or coaching programs that can be utilized. — Determine appropriate check-in points to assess progress and provide ongoing support. 10. Summarize and Follow-up: — Summarize the key points discussed during the feedback session. — Express confidence in the employee's ability to improve and succeed. — Agree on a follow-up schedule to monitor progress and provide additional support if needed. Different types of Houston Texas Checklist — Giving Job Performance Feedback when a Problem has Occurred: 1. Verbal Feedback Checklist: A guideline for providing face-to-face feedback to address performance issues promptly and effectively. 2. Written Feedback Checklist: A structured approach to writing performance feedback emails or memos when addressing problems that have occurred. 3. Team Feedback Checklist: A checklist for providing feedback to a team collectively when a performance problem affects the entire group. 4. Continuous Improvement Checklist: A tool to track ongoing performance issues, identifying patterns, and implementing strategies for continuous improvement. 5. Performance Review Checklist: A comprehensive checklist to ensure consistent and fair evaluations during formal performance reviews, including addressing any problems that have arisen.

Houston Texas Checklist — Giving Job Performance Feedback when a Problem has Occurred: 1. Introduction: — Start by addressing the specific problem or issue that has occurred in job performance. — Mention that the feedback session is aimed at addressing the problem constructively while maintaining a positive working relationship. 2. Preparation: — Gather all relevant information and evidence regarding the problem. — Review any previous discussions or warnings related to the issue to ensure consistency. — Consider potential solutions or improvement strategies before the feedback session. 3. Setting the Tone: — Create a comfortable, private, and non-threatening environment for the feedback session. — Emphasize the importance of open communication and the intention to help the employee improve rather than punish. 4. Specific Observation: — Begin by describing the specific incident or behavior that led to the problem. — Provide objective details, avoid personal opinions or assumptions. — Use clear and concise language to ensure there is no ambiguity. 5. Impact: — Explain how the observed behavior or performance negatively impacts the individual, the team, or the company. — Highlight the consequences or potential risks associated with the problem. — Connect the problem to the employee's responsibilities and overall job performance. 6. Active Listening: — Encourage the employee to share their perspective on the incident or issue. — Actively listen to their explanation, thoughts, or concerns without interrupting. — Demonstrate empathy and understanding by acknowledging their point of view. 7. Open Communication: — Encourage the employee to ask questions or seek clarification. — Discuss potential underlying factors that might have contributed to the problem. — Avoid blaming or shaming, and focus on finding solutions collaboratively. 8. Constructive Feedback: — Provide specific suggestions or recommendations for improvement. — Offer actionable steps or resources to support the employee in addressing the problem. — Clearly articulate expectations and the desired outcome moving forward. 9. Development Plan: — Collaboratively create a development plan with clear goals and timelines. — Identify training opportunities, mentoring, or coaching programs that can be utilized. — Determine appropriate check-in points to assess progress and provide ongoing support. 10. Summarize and Follow-up: — Summarize the key points discussed during the feedback session. — Express confidence in the employee's ability to improve and succeed. — Agree on a follow-up schedule to monitor progress and provide additional support if needed. Different types of Houston Texas Checklist — Giving Job Performance Feedback when a Problem has Occurred: 1. Verbal Feedback Checklist: A guideline for providing face-to-face feedback to address performance issues promptly and effectively. 2. Written Feedback Checklist: A structured approach to writing performance feedback emails or memos when addressing problems that have occurred. 3. Team Feedback Checklist: A checklist for providing feedback to a team collectively when a performance problem affects the entire group. 4. Continuous Improvement Checklist: A tool to track ongoing performance issues, identifying patterns, and implementing strategies for continuous improvement. 5. Performance Review Checklist: A comprehensive checklist to ensure consistent and fair evaluations during formal performance reviews, including addressing any problems that have arisen.

Para su conveniencia, debajo del texto en español le brindamos la versión completa de este formulario en inglés. For your convenience, the complete English version of this form is attached below the Spanish version.