Giving feedback is a critical part of a leader’s job. I’ve written quite a bit about the importance of positive feedback and acknowledgement (see a few links below). But what about those times when you have to give some critical feedback? Perhaps an employee is falling short on their performance or their attitudes and behaviour aren’t up to par? How do you deal with those situations? Do you see feedback as a necessary evil and something to get over with quickly? Or do you see this as an opportunity to invest in your people and strengthen both the performance and maybe even engagement.
Canadian HR Reporter invited me to contribute an article for these scenarios. It’s just been published and I’m delighted to share it with you: Giving feedback that fuels success.
I’d love to hear your feedback and any additional tips and experience you may have had. In the meantime, I am getting ready to deliver a workshop to a group of leaders at an organization related to this very topic this week. I will be focusing on “Performance Development” and teaching coaching skills that can be very helpful in the continuum of leadership development and particularly the leader’s role in developing people. We will be focusing on both actualizing conversations as well as those seemingly more difficult situations. More about that in future posts.
Other articles I’ve written that you may be interested in:
To a TGIMworklife!