What you'll learn:
You’ll learn how to inspire growth in your employees using behavioral data by establishing a career path, providing constructive feedback, setting accountability measures, and coaching strategies to assess gaps in current and future goals. We’ll do this by following the story of Marissa, a current account manager with aspirations to move up in her company.
Giving feedback to employees
Now that your employees have something to work towards, it’s critical they’re able to assess how they’re doing through feedback. Providing feedback is something many struggle with, but there are principles you can follow to make giving feedback easier:
- Always tie feedback to the business.
- Explain how their work is making an impact.
- Give specific examples.
- Be objective.
This way the employee understands exactly what they did right or wrong and how the company is affected by those actions. See if you can determine the right and wrong way to provide feedback.
Try it out
The way you deliver feedback can—and should—be tailored to your employees. PI’s Management Strategy Guide and Relationship Guide will help you understand how employees prefer to receive feedback and interact within the workplace. Even the most well-thought-out piece of feedback can be received poorly if done in a way that goes against how that employee prefers to receive recognition or feedback. For instance, Marissa’s manager would see that she prefers time to think things through and scheduled meetings as opposed to just dropping by unannounced.
Remember that although having those scheduled sessions are important, if something urgent occurs, feedback should also be provided so that it can be timely. Talking about something that an employee did two weeks ago most likely won’t have the same impact as it would on the day of the incident.