Feedback is not a thumbs up or down. It is an opportunity to help every employee grow and contribute to the company by knowing their strongest suit and utilize it to address areas needing improvement.

How  Should a Feedback Session Start? 

As a manager, start the feedback session by pointing out to the employee what they did well,  and how they went about achieving it. Tell the employee how they can incorporate their accomplishment into their work style. 

For example,  tell the employee that he/she“ utilized effective listening to address the concerns of the client,” or  “ employed problem-solving skills effectively to deal with a combative customer.”

You can also start with a summation of the performance, and then mention three positive accomplishments that the employee achieved.  Transition to addressing areas needing improvement,  and conclude with recommendations for the employee to consider next time you observe them. 

A Frequently Asked Question

What if the entire performance wasn’t up to expectations?

It is your job as a manager to mentor your employee and train him or her to perform better next time. 

Tips for Managers 

–  Use a neutral tone and try to make the feedback conversational. Ask questions to involve the employee. 

–  Suggest one area for the employee to work on improving, and provide the employee with the resources and time needed. Then, set a time to observe them again to check their performance on that issue. 

Actions to Avoid

– Using the pronoun “ you” with what went wrong, because you will force the mentee to justify and defend rather than seeking improvement.

-Underplaying a good performance as accidental or not good enough.

What Should an Employee Do During The Feedback Session?

As an employee, you can ask your supervisor to:

• Give you examples of good performance. 
• Identify opportunities for additional training or professional development.
• What skills can you hone or develop?

A Frequently Asked Question

What can I do if my supervisor is criticizing me rather than offering feedback on my performance?

• Maintain your professionalism. Each time your supervisor says you did this or that, ask your supervisor what part of your performance didn’t coincide with the company’s mission. Follow up by asking what specific actions you can take to better reflect the mission.
• Follow up with an email. Start your email by thanking your supervisor. Then, reference to your performance, and connect it positively to the company’s mission. Make your email short and sweet; two sentences will do. For example, you can say, “thank you for observing my performance, I used my problem-solving skills to address the client’s need because our mission states to equip each client with the tools needed to become a stronger leader. “
• Keep records, notes, plans, and outlines, so that when your supervisor observes for feedback, you have some documents to add to the manager’s report.

Actions to Avoid

• Acting combatively by trying to defend yourself.
• Rebut the supervisor.
• Interrupt your supervisor.
• Insist that you did everything you could.
• It was somebody else’s fault, not yours.