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.