by Jack Junier

Created on: November 24, 2008

Managing people involves rating, criticizing, and improving their performance in every area of their work. Consistent feedback is an excellent way to keep your team members in top shape. Handling the feedback process incorrectly, however, can damage your credibility and lead your staff in the wrong direction. Here's how you can make sure your feedback is constructive, effective, and well-received:

*Comment Timely

Waiting to address a problem until it's but a distant memory is much like dragging a puppy out of the living room, down the hall, and into the den to rub its nose in the mess it made while you were out. The point is missed, and the strength of your suggestion is seriously diminished. Likewise, giving praise as an afterthought leaves your staff with the impression that you don't value them enough to pay attention to their efforts. Whether you're suggesting an improvement or giving a pat on the back, make sure to give the feedback the minute it occurs to you to do so.

*Be Thorough

Vague suggestions and general praise will always fall flat. Offering a weak nod of thanks to someone without any detail to back it up leaves them wondering if you know what they actually did that was worth your attention. Similarly, if you aren't able to address a specific issue and offer your employee guidance on how that situation can be handled better in the future, your message will miss its mark.

*It's Not All About You

If you're giving more formal feedback, let your employee start the discussion. Ask her how she feels she's doing, and then listen carefully to what she has to say. Chances are, she realizes she can improve, and she may even call attention to your issue before you do. This gives you an excellent opportunity to suggest ways for her to get better at her job, and at the same time you can offer performance coaching on the areas where she feels she's weakest.

*Give Credit Where It's Due

If someone has done something that warrants more than a quick pat on the back, bring it up at your next staff meeting. Acknowledge your employee's accomplishment publicly. This will serve two purposes, both beneficial to your team function. Not only will staff realize that you're paying attention to their accomplishments and are willing to give proper credit, but it will engender the kind of friendly competition among those who want to be the next to be recognized.

*Offer Positivity

Even if you're meeting with someone to formally address a problem behavior, end on a positive note. Praise your employee for a recent accomplishment, and restate your praise at the end of the discussion. Show him through your acknowledgement that you see him as more than "the guy who screwed up that huge project."

Follow these tips when acknowledging success or addressing failure, and you'll show your team that you're as committed to their success as they are. On the list of reasons to improve, that's one of the most motivating. If you expect great things from your staff, they'll expect to give them to you.

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