Giving and receiving feedback especially around undesired behavior can be a daunting task. Not only is it typically hard for employees to hear corrective feedback, but it is also typically hard for managers and supervisors to give that kind of feedback. It nevertheless remains an important part of ensuring that performance expectations are set and met.
This template helps a manager or supervisor think through the important aspects of giving feedback to an employee and helps to plan the actual feedback meeting.
The template and approach also helps plan positive feedback to employees. This aspect is often neglected, but equally valuable in helping employees understand what specific actions and communications are valued and should be continued.
- Never give important feedback via an email or sending this worksheet to the employee. It should always be done in person or at least by phone or skype – if you have remote team members.
- The feedback should be given as soon as possible after the event to minimize surprises at the annual performance feedback meetings and to ensure the employee still has a good recollection of the situation or event that took place.
- Do allow the employee to respond once you have shared the feedback to ensure that your message is understood and that you get an opportunity to understand any nuances which you may not have been aware of.
- It is always a good idea to agree on a check-in moment at some time in the future. This is an opportunity to see if the employee may have further questions or comments at that time or perhaps he or she worked on improving a particular skill and may have some successes to share.