As a leader, it can be challenging to have to give developmental feedback to someone on your team. You may know what you want to say, but some planning should be done prior to the conversation.
Some of the things to consider are:
- Share the feedback as soon as you can after the situation has occurred.
- What message do you want the person to take away?
- How can you give the feedback in the most direct way and focus on the facts?
- Ensure that you co-create actions that they will start doing to address the feedback.
- Make a plan to check in on progress after the discussion.
- Share it privately and not in front of other people.
Having this type of feedback conversations is not easy for either person. The leader has a responsibility to ensure that the feedback is happening consistently so the person has the opportunity to course-correct and get back on track. Although it may be difficult to hear, the receiver will appreciate that you were transparent. It will help them see the impact that they were having on others or on how they are being perceived.
Is there a feedback conversation that you may have been putting off and need to have with someone? Make a plan and ensure that it happens as soon as possible.