𝟱 𝗦𝘁𝗲𝗽𝘀 𝗙𝗼𝗿 𝗗𝗲𝗹𝗶𝘃𝗲𝗿𝗶𝗻𝗴 𝗗𝗶𝗳𝗳𝗶𝗰𝘂𝗹𝘁 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸

One of the most important aspects of a leader's role is to deliver difficult feedback to their employees. Leaders need to be adept at delivering feedback to help their employees to grow, adapt, and perform. Too often I have seen leaders choose to ignore this important responsibility because they are uncomfortable with these harder conversations.

Unfortunately, by the time the employee becomes fully aware of their performance issue(s) it is too late for them to recover. Leaders who truly care about their employee’s career success and well-being will readily have these difficult employee feedback conversations because they understand it is necessary for their employees to succeed.

𝟭) 𝗙𝗼𝘂𝗻𝗱𝗮𝘁𝗶𝗼𝗻 𝗼𝗳 𝗧𝗿𝘂𝘀𝘁
Employees are motivated by leaders who care about them. A leader must invest time in asking questions and listening to their employees’ goals, motivations, strengths, and weaknesses to set the stage for productive performance conversations.

𝟮) 𝗔𝗹𝗶𝗴𝗻 𝗚𝗼𝗮𝗹𝘀 𝗮𝗻𝗱 𝗜𝗻𝘁𝗲𝗻𝘁𝗶𝗼𝗻𝘀
Taking time to answer the question, “How do my "in the moment" intentions align with my long-term goals for this person?”, allows leaders to choose their best mindset for providing feedback.

𝟯) 𝗟𝗲𝗮𝗱 𝘄𝗶𝘁𝗵 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀
Leading with questions helps surface underlying assumptions and demonstrates value for the employee’s perspectives.

𝟰) 𝗕𝗲𝗵𝗮𝘃𝗶𝗼𝗿𝗮𝗹 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸
Describe the behavior(s) that you can hear or see – things that a video recording captures. This feedback approach helps leaders deliver clear messages while avoiding judgments.

𝟱) 𝗦𝗼𝗹𝘂𝘁𝗶𝗼𝗻-𝗢𝗿𝗶𝗲𝗻𝘁𝗲𝗱 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀
Understanding when to shift the feedback conversation from looking backward to asking solution-oriented questions like - “What are your ideas for next steps?” - helps the employee regain autonomy and motivation.
Do you agree?