Providing Feedback on Performance: Formal Methods. Give positive feedback to recognize and reinforce actions or behaviors you value and want to continue. Strive to meet people where they are and adapt your style. Some employees may even respond best to written feedback. After reviewing the basics of what should be covered in informal feedback conversations, use the Center for Creative Leadership’s three step process to increase the quality and effectiveness of the feedback. It’s best to speak in person, by finding a quiet space where you can have an honest and informal one-on-one chat with the employee. A swift “kick in the pants” is something you do face-to-face, in private. As a rule of thumb, positive feedback should outweigh constructive or negative feedback by a ratio of at least three positive comments to one. Keep these things in mind when providing informal feedback: ♦ Feedback can be positive or constructive. Goals help the brain focus. First, follow the Golden Rule, then add to it - Use treating others how you want to be treated as your starting point, but as your feedback discussions grow open the dialogue with them and find out how they like to give and receive feedback and what works for them - adapt your guideline to treat others how they ask to be treated. If that’s not possible, a phone or video chat could best suit if that’s how you … One-on-one meetings; Department meetings; Via regular status reports on projects/major tasks; Small team meetings (such as when a few employees are working together on a task/project) Coffee or lunch with individual employees “Popping” by an employee’s desk or workspace Don't say, "good report." Connect your feedback to company goals. Some entrepreneurs give feedback exclusively through formal performance reviews. Informal Methods. As a manager, ongoing informal feedback can help you recognize a staff person’s accomplishments or improve performance in real time. This statement is too general for the employee to use the information to improve. However, this may not always be possible, but try where you can. A positive version of informal appraisal feedback occurs when a manager notices an employee performing well, overcoming an obstacle or achieving a goal, and offers praise. Always provide feedback at the earliest convenience after the event in order for the information to have maximum relatability and effect. To keep your feedback relevant and focused, identify the situation, behavior and impact of the action or event. While this method works for both positive and negative informal feedback, any serious … To provide specific feedback, for example, say, "The report that you turned in yesterday was well-written, understandable, and made your points about the budget very effectively." Make your employee feel that her contributions are valued and create a positive emotion with the feedback. Here's How You Can Best Provide Feedback Effective employee feedback is specific, not general. Be direct but informal Try not to use technology such as email, text message or the phone to relay your feedback, as this can lead to misinterpretation and make it seem less important than it really is. Some give it only informally, as needed throughout the workday.

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