As a Supervisor/Manager are you afraid to give feedback?

Are you afraid of giving feedback to under performing team members because you are concerned with how they will react? You are not alone! Many managers who attend our Leadership and Management Skills Courses have booked places to help them address these fears and become more confident in handling specific individuals in their teams.

Best practice in giving feedback includes:

1. Prepare for the conversation ensuring you are clear about what needs to change
2. Getting into the habit of making it a continuous learning process by providing regular feedback
3. Be timely about negative feedback normally within a couple of days
4. Provide them with the opportunity to respond to your observations/situation – they might have a good reason for their actions/behaviour. Remember you might not have all the facts! Influencing you flow both ways on getting a clearer view so be open minded to the facts before making hasty decisions on who is right and wrong.
5. Be specific about what has been done or not done avoiding the ‘You’ language. ‘I’ frame the feedback so they can only come back at you rather the ‘We’ approach.
6. Ask open questions to collect information to enable you to make an inform decisions on ‘what next?’
7. Be clear how their behaviour/actions have affected others – includes internal (colleagues) and external customers
8. Agree what the future looks like and keep the actions SMART (Specific, Measurable, Achievable, Realistic and Time-bound)
9. Using a coaching feedback style with open questions to get them to identify the solution(s)
10. Reinforce improvements and/or provide more coaching to maintain momentum
11. Be reflective on how the feedback went and how you can be even more effective next time

If you need help in developing and advancing your feedback skills then join us on one of our Leadership and Management Courses – click here for more details

or call us on 01423 861122 or email us at

10 tips on Giving Feedback

1. Allow time to consider how you plan to give the feedback and how they will react
2. Ensure you have all the facts
3. Clearly state the purpose behind the discussion
4. In cases of poor performance ensure you are specific and use `I’ statements to own the feedback rather than `We’
5. Encourage the person to respond to your concerns and explore why it is happened so they can learn from the mistake or in some cases you might not be aware of specifics causing the poor performance
6. Throughout the meeting ensure you apply Active Listening Skills and Open questions
7. Encourage the person to identify options to resolve the problem and therefore encourage ownership and reflective practice – moving away from the blame culture
8. Minimise the about of negative language you use in the meeting to ensure the person leaves the meeting encouraged rather than destroyed
9. Add momentum and importance to agreeing SMART actions to improve performance
10. Ensure a review meeting date is set at the end of the discussion to recognise improvements or in some cases to take more action to address continued poor performance