Three Steps to Constructive Feedback

When you conduct effective feedback sessions, you increase employee interest in feedback discussions and reduce negative reactions. This means that learning to have constructive conversations can noticeably increase your ability to develop your direct reports.

However, despite the importance of holding constructive feedback discussions, only 50% of managers are effective at it. Take a moment to reflect on whether you think you are effective at delivering feedback conversations. What makes you effective? Would your direct reports agree with your self-assessment?

There are three steps to conducting a constructive feedback conversation. Let’s explore how you can deliver feedback that meets these criteria.

Step 1 : Conduct an open discussion

Four Key Activities

Let your direct reports know that you are open to discussing anything that is important to them. Keep the tone of the discussion positive by focusing on ways they can improve.
Make them feel comfortable during the entire session. It is especially important to make sure that they feel comfortable when you mention negative performance issues.
Convert the performance discussion into a two-way conversation by inviting direct reports to speak about their performance weaknesses and areas they feel under-developed.
Actively listen to their perspective without any prejudice.

Time for Reflection: Which of these activities do you do well? Which activities do you need to work on?

Step 2: Conduct an evidence-based discussion

Four Key Activities

Focus on facts rather than opinions. Give specific examples of times when the performance fell short of expectations.
Explain to your direct reports whether specific performance issues are part of a trend in their performance levels.
Provide them with clear and specific examples of performance strengths.
Explain to your direct reports how their personality strengths have a positive impact on their job performance.

Explain the consequences to the team of not meeting the performance standards expected of them.

Step 3: Conduct a forward-looking discussion

Four Key Activities

Provide employees with concrete and specific steps that they can take to correct their performance issues.
Help employees think through the benefits of improving performance weaknesses.
Show employees how their personality strengths can improve their performance weaknesses.
Work with your direct reports to identify next steps for resolving any consequences of their mistakes.

Time for Reflection: Which of these activities do you do well? Which activities do you need to work on?

Remember: When you fail to conduct constructive feedback discussions, your employees often are less motivated, become angry, or remain confused about their weaknesses. These outcomes can impact your relationships, result in performance stagnation, and lead to disappointment for both you and your direct report.

Don’t miss an opportunity to increase your effectiveness at developing your employees by conducting constructive feedback.