Feedback is supposed to help improve performance and encourage employees to live up to their potential. However, if feedback focuses just (or mostly) on what people are doing wrong or what they could do better, it can have the opposite result.
Take these steps to provide balanced feedback that is more likely to be inspirational, productive, and hits the mark:
- Establish yourself as an ally. Communicate that you’re on their side by empathizing with them, expressing confidence in them, and including them in solutions, change, and innovations.
- Identify an energizing outcome. Instead of dwelling on the problem, focus on the future they want to create and how they can be a part of it. Encourage them to talk about the future they would like to see for them and the organization.
- Discover a hidden opportunity. Once you’ve enabled the employee to visualize a positive future, go back to the problem at hand. Discuss how the problem might be a good thing and contribute to better outcomes.
- Create a plan of action. This should be one that the employee and you are extremely confident can be executed. The plan doesn’t have to be complex or extensive. It could involve just one step (such as arranging a conversation with a disruptive team member to help them be more constructive contributors).
