Giving Effective Performance Feedback

Topics Covered
 Benefits of Giving Effective Feedback
 Steps to Giving Effective Feedback
 Documenting Feedback
 Essentials of Good Documentation
 Example of Feedback Documentation

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 Benefits of Giving Effective Performance Feedback
 # 1 Driver of Performance
 Helps staff understand progress at meeting
expectations/goals
 Recognizes staff contributions
 Enhances productivity and staff engagement

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 Steps to Effective Feedback
 Plan
 Timing
 Set the Tone
 Give Specifics
 Encourage Dialogue
 Allow Time for Questions and Clarification
 Coach - Offer Recommendations
 Set Goals and Plan for Follow Up
 Summarize
 End on a Positive Note
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 Plan
 Review relevant documents and information
 Notes from meetings with direct reports
 Work products
 Feedback from internal and external customers
 Performance goals established and progress at meeting
goals
 Any other relevant information
 Develop talking points of things you want to discuss in the
session

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 Timing
 Notify staff member of meeting and meeting goals
 Hold in a private place
 Avoid distractions
 Devote sufficient time
 Feedback should be delivered on regular basis and as
close as possible to when the issue or event occurred

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 Set the Tone
 Emphasize the Positive – what is going well
 Appraise performance; not the person
 Be respectful, non-judgmental, honest
 Stay calm and professional, even if emotions rise
 Establish a setting conducive to dialogue

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 Cite Specifics
 Identify specific actions, behaviors where expectations
were met and not met
 Give specific examples
 “In your last monthly report, there were errors in calculating
the balances for each budget category. For example, you did
not take into consideration some of the expenses that were
incurred in September in the travel and entertainment
category, which resulted in an inaccurate balance for that
category.
 Discuss impact of performance on dept./organization
 These report inaccuracies adversely impact our ability to
effectively forecast the budget available for future events.

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 Encourage Dialogue
 Don’t allow outside interruptions
 Silence is Golden – Time to Reflect and React
 Engage in Active Listening
 Acknowledge feedback from staff member
 Give staff member time to:
 discuss his/her assessment of performance or event
 discuss his/her training and resource needs
 ask questions
 Identify any skills gaps
 Solicit ideas from staff member on how performance can be
enhanced

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 Set Goals and Plan for Follow Up
 Establish clear performance expectations
 Ask staff member what steps s/he will take to enhance
performance
 Offer recommendations to enhance performance
 Discuss follow up plans
 Regular meetings
 How staff member should communicate progress and ask for
assistance, as needed

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 Summarize and End on a Positive Note
 Summarize important points covered
 Have staff member discuss plan for enhancement
 Articulate confidence in staff member’s ability to meet
goals
 Encourage staff member to consult with you often
 Express willingness to “coach” staff member
 Document Feedback

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 Documenting Feedback
 Why is it vital to document feedback you give staff
throughout the appraisal cycle?
 Reminds you of the performance areas/topics that were
covered with staff member
 Summarizes plans of action
 Reviews what areas need follow up
 Can’t accurately remember all feedback given to staff
 Provides basis for mid-year and annual appraisals
 Serves as good foundation for future employment decisions
 Supports employment decisions in case of grievances or
outside employment complaints

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 Essentials of Good Documentation
 Include date of feedback, name of staff member
 Summarize topics/areas covered
 Summarize action plans
 Areas that need follow up
 Staff member’s response to feedback

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 Sample documentation
 Joe White – 6-13-2014
 Topics covered: Meeting monthly report deadlines
improved; reports have been submitted on time for 3
months; accuracy of reports need improving – missing
program summary information, program expenses not
consistently accurate, report format does not comply
with established template
 Action Plan Proposed by Joe: Draft report at least 2
days in advance of deadline, proof for accuracy and
format, proof again before submission
 Will meet again after next report is submitted

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