When Should Feedback Occur?

Repeated Events or Behaviour

Breaches in Company Policy

When Informal Feedback Has Not Worked

Immediately After the Occurrence

Preparing and Planning

Gather Facts on the Issue

Practice Your Tone

Create an Action Plan

Keep Written Records

Choosing a Time and Place

Check the Ego at the Door

Criticize in Private, Praise in Public

It Has to Be Face to Face

Create a Safe Atmosphere

During the Session (I)

The Feedback Sandwich

Monitor Body Language

Check for Understanding

Practice Active Listening

During the Session (II)

Set Goals

Be Collaborative

Ask for a Self-Assessment

Always Keep Emotions in Check

Setting Goals

SMART Goals

The 3 P’s

Ask for Their Input

Be as Specific as Possible

Diffusing Anger or Negative Emotions

Choose the Correct Words

Stay on Topic

Empathize

Try to Avoid “You Messages”

What Not to Do

Attacking or Blaming

Not Giving Them a Chance to Speak

Talking Down

Becoming Emotional

After the Session (I)

Set a Follow-Up Meeting

Make Yourself Available

Be Very Specific with the Instructions

Provide Support and Resources

After the Session (II)

Focus on the Future

Measuring Results

Was the Action Plan Followed?

If Improvement is Not Seen, Then What?