A lack of feedback equals a lack of opportunities to improve. Managers who observe their subordinates' recurring mistakes should definitely not remain silent. It is in the best interest of all managers to give feedback that is helpful and enables further development. The foundations of effective feedback lie in the trust between a manager and his subordinates. You can't accomplish anything without trust. Your words and actions must show you are really interested in your people's professional development. Useful tips on how to give feedback were published on the Training Zone website.
Focus on strengths
Your goal is to help subordinates improve, but you can't do it by only highlighting their mistakes. Focus on each individual and their best skills and look for ways to use these strengths to improve their weaknesses.
Do not judge
When giving feedback, focus on your subordinates' specific behaviors, not their personality traits. Describe what you saw or heard and what impact you think it had on the performance of other individuals or the team, the atmosphere in the workplace, and clients.
Respond immediately and be specific
You should provide feedback as soon as possible after you notice a potential problem or a an achievement you want to praise. Talk specifically about what behavior you think is good and what needs to be changed. When you just say, "Good job," it may not be clear what you are praising.
Give employees space to express themselves
Feedback should help your people understand how they can improve or maintain their performance. Therefore, let them respond to your message and also give them enough space to apply your recommendations in practice. Emphasize they can come to you again if they have any questions.
Try coaching
Coaching sessions are great for solving specific performance problems. Do not blame the employees who are being coached for anything, just seek common solutions to problems. Explain your expectations clearly, describe specific examples of what you want them to improve and make sure your people agree.
-kk-