Steps to helpful feedback

Do you dread annual performance appraisals? Praying for a re-org to relieve you of that slacker isn’t the answer – frequent feedback is, says Harvard Business Review.

Feedback is problematic. Managers often dislike giving it and direct reports rarely get enough to change their behaviours. But feedback, both positive and negative, is an important tool for learning and career growthNext time you have to talk with someone about their performance, follow these four steps:1. Be specific. Feedback needs to be actionable. Use concrete examples to back up your conclusions. Avoid generalised character attacks. Instead, describe the behaviour.2. State the impact. Tell the person how his behaviour is affecting you, the team, or the organisation.3. Prescribe. Be specific about what needs to change. Often employees won’t know what to change unless you tell them.4. Do it often. Get in the habit of praising good performance and identifying troublesome behaviour.* The Management Tip of the Day offers quick, practical management tips and ideas from Harvard Business Review and HBR.org (http:\\www.hbr.org). Today’s management tip was adapted from the book, ‘Guide to Giving Effective Feedback’. – Nampa-Reuters

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