From a 40-minute breakout session for leaders on providing effective day-to-day feedback to employees.

1. Managing Employee Performance
through Effective Feedback
June 16, 2016
Facilitated by
Amy Castro, ICTS, 281.728.2248
Email:
Amy_Castro@ICTSTexas.com
Web: www.amy-castro.com

2. Why we need to provide regular feedback
Helps people find the motivation to do their best
Fix little problems before they become big ones
Reinforces “good” behavior so it continues
Help employees understand priorities
Helps build employee loyalty & retention
What else?

3. 9 Steps for
Becoming a
Feedback Hero
The fine print: simple is not the same as easy

4. Step 1: Know When to Provide Feedback

5. Provide Feedback . . .
Daily (Ideally)
At least “regularly”
On-the-spot
Planned, scheduled sessions too

6. Step 2: Embrace the Why
of Employee Feedback
Coaching
Dealing with
Performance
Problems

7. Step 3: Ensure employees have a chance to
be successful
• Are expectations clearly communicated?
• Were there extenuating circumstances?
• Are employees aware of the benefits of great performance?
• Are there clear consequences for non-performance or poor
performance?

8. Step 4: Listen actively!

9. What’s your listening style?
Factual? Evaluative? Empathetic?
1. Employee complains about another
employee’s performance.
2. Employee expresses concern about taking
on an unfamiliar project.
3. Job candidate telling you about his
qualifications

10. Step 5: Askwhen you know you could tell
What could you do differently? Asking
The next time, you should…. Telling
What do you think the problem is? Asking
The problem is, you didn’t… Telling

11. Open or Closed?
• Do you think this is a good idea?
• What did you think about Mary’s idea?
• How do you think we could do a better job?
• Are you saying you won’t help me?
• How could we make better use of your talent?
• You think you’re too good for this job, don’t you?

12. Step 6: Use nonverbal communication that
reinforces your verbal message
Facial expression
Eye contact/movement
Posture
Hand gestures
Movement
Vocal qualities

13. Step 7: Provide SMART Feedback
Share only what you know to be true
Make comments specific and behavior-oriented
Address only what the individual can control/change
Remember to provide positive AND improvement feedback
Time feedback appropriately

14. 1. Share exactly what the person did and/or said
2. Share how the behavior created positive results
3. Tie the behavior to a benefit
Step 8: Provide Sincere Praise Early and Often

15. Step 9: Provide Performance Improvement
Feedback Early and Often
1. Share the behavior you observed
2. Share the negative result
3. Ask/Tell how the situation could be handled
differently next time
4. Praise the new plan of action or repeat #3
5. Tie the new behavior to future positive results

16. Get My FREE Mini eBook
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17. What
questions do
you have?