Providing employees with actionable recommendations is the cornerstone of meaningful performance feedback. As a manager, your role goes beyond identifying areas of improvement—you must empower employees with clear, practical guidance to help them thrive. After all, supporting employee growth directly impacts your business’s success.

The Power of Specificity

When offering recommendations, specificity is key. Vague suggestions can undermine your credibility and leave employees unsure about how to improve. Instead, focus on measurable actions that align with clear goals.

For example:

Instead of saying, “Listen more effectively to customer complaints,” suggest, “Ask at least three clarifying questions to guide the complaining customer toward a resolution.” The latter provides a clear, measurable action that demonstrates attentiveness and a commitment to problem-solving.

Be a Coach, Not Just a Critic

Approach feedback as a coach, fostering a partnership with your employees. Work together to create an actionable plan for implementing your recommendations. This collaboration ensures employees feel supported and motivated to take meaningful steps forward.

Tips for Managers: Giving Feedback That Sticks

• Provide concrete examples: Illustrate exactly what you want the employee to do.
• Encourage dialogue: Allow employees to ask clarifying questions and seek guidance.
• Share written resources: Offer handouts or summaries for employees to reference.
• Guide through essentials: Highlight key points in the materials you provide.
• Follow up: Check in with a quick email or conversation to track progress.
• Respect individual styles: Recognize that employees may achieve outcomes using techniques that suit their unique approach.

Actions to Avoid: Common Feedback Pitfalls

• Empty recommendations: Avoid making suggestions just for the sake of it.
• Unrealistic expectations: Don’t ask for something you know the employee can’t achieve.
• Bias-driven critiques: Keep personal preferences and biases out of your feedback.
• Over-policing: Resist the urge to nitpick every misstep. Focus on areas that truly impact performance.

Key Takeaways

Performance feedback is not just about critique—it’s about collaboration and growth. By offering clear, actionable recommendations, you not only help your employees succeed but also lay the foundation for a thriving, successful business.