Checklist - Giving Job Performance Feedback when a Problem has Occurred
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FAQ
1) Attendance. Punctuality is one of the strongest virtues an employee can possess. 2) Innovation and Creativity. 3) Leadership. 4) Communication Skills. 5) Collaboration and Teamwork. 6) Time Management. 7) Customer Experience. 8) Problem Solving.
Communication. Collaboration and teamwork. Problem-solving. Quality and accuracy of work. Attendance, punctuality and reliability. The ability to accomplish goals and meet deadlines.
Provide examples of bad behavior One way to make feedback specific is to highlight past examples of the employee's poor attitude. Give actionable advice After you provide examples of bad behavior, clearly let the employee know how they should have behaved so they know what is expected of them going forward.
Ensure feedback is specific Don't just tell the employee their behavior needs to improve. Point out exactly what negative traits they have and the impact each has on other employees. Provide examples of bad behavior One way to make feedback specific is to highlight past examples of the employee's poor attitude.
Have your employee complete self-assessment first. Be open to amendments. Don't make it personal. Focus on strengths. Use concrete examples. Base the review against their job description. Include action items for moving forward. Follow up.
Create clear metrics of job performance. Have the right mindset. Collect 360 feedback from other team members. Have a one-to-one meeting. Use the Johari window matrix. Ask questions, listen, and understand. Collaborate on how to fix their poor performance.
Focus on the job, not the person. Be specific. Consider questions over statements. With positives, stick to process. Connect personally where you can. Get serious but don't get mean.
Let the employee know your concern. Share what you have observed. Explain how their behavior impacts the team. Tell them the expected behavior. Solicit solutions from the employee on how to fix the situation. Convey the consequences. Agree upon a follow-up date. Express your confidence.
Do: Be timely. The most effect feedback comes quickly after the action takes place. Do: Be specific. Don't: be emotional. Do: Focus on patterns. Don't: Use absolutes. Do: Give them reason(s) to change. Don't: Get irrelevant. Do: Be kind.
