1. Give feedback just before the next time the person needs it.
(People will not make long term behavior change when evaluated,especially directly after a poor performance)
2. Let people know that you care about them.
(When people see that their manager cares, they will be more motivated to listen to any feedback.)
3. Ask lots of questions.
(The best managers are teachers helping others to learn. The best teachers ask lots of questions!)
4. Give feedback in private.
(Giving feedback in public, whether praise or criticism, will cause people to worry over their relationships with their peers.)
5. Make positive feedback and any other feedback developmental focused.
(There is no room for negative feedback at work unless someone has broken a rule.)
6. Give feedback and allow time for a dialog.
(It is irresponsible to give feedback and then walk away.)
7. Point out new thinking.
(People and organizations require new thinking to evolve-this should always be recognized.)
8. Give the most feedback when asked.
(People will usually work out things on their own-when people do ask for feedback, this is the best time to give it.)
9. Give more opportunities than feedback.
(Better to give new opportunities as education rather than mechanical feedback.)
10. Don't take your feedback too seriously.
(People themselves will improve in areas which interest them the most-all other behavior change is only short term.)
I’ll be cheering you on as you go!
Craig Nathanson
Craig Nathanson is the founder of The Best Manager , workshops and products aimed at bringing out the best in those who manage and lead others.
Craig is a 25 year management veteran, Executive coach, college professor, author, and workshop leader. Also, Craig Nathanson is The Vocational Coach helping people and organizations thrive in their work and life.