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    Performance Feedback

    “Feedback often tells you more about the person giving it than the person receiving it.” – Steven Covey 

    Providing performance feedback means having a direct, clear, and respectful conversation about professional progress. These conversations are opportunities to celebrate wins, address issues, and set short- and long-term expectations. Documenting themes and notable points of performance feedback can help you track progress between these conversations. 

    Don’t forget – Human Resources (HR) provides policies and procedures to support your conversations and performance documentation. 

    Celebrating Progress and Success

    It’s not enough to tell your employee that they’re doing well. Cite examples of their skills and performance that you appreciate. If you’ve previously set goals or used an Individual Development Plan (IDP), refer to that documentation to track progress and set new milestones. Help your team member feel confident they are on the right path and recognized for what they’ve accomplished.

    Don’t skip a performance review just because a team member is succeeding. Well-documented successes can help your team member when it’s time for a new opportunity – such as leading a project for your agency or getting promoted! Appreciation and gratitude for our teams creates a strong, optimistic, and inclusive work environment.

    Addressing Issues

    Critiques are learning opportunities, not punishments. Performance reviews are your chance to dismantle obstacles and stop issues before they impede success. Give your team member space to reflect on their strengths, weaknesses, and ask for help. Provide tools, training, and other resources to support the changes you’re asking team members to make. Seize opportunities to play a supporting role in their learning and success.

    Documenting obstacles and issues, and the points at which you have addressed them with your team member, is critical. Documentation helps to identify patterns of behavior and measure improvement. Connect with Human Resources if you need help addressing persistent issues or unacceptable behavior. 

    Setting Expectations

    Performance feedback is an ongoing discussion. First and foremost, set the expectation that you’ll be having the conversation again. 

    Clear expectations define success and create an understanding of values and goals. Does your team member know what their next steps are? How will you know if your team member has improved? Realistic milestones and measurable results will help your team find success together. Referencing policies, metrics, and your organization’s mission and vision statements can help clarify expectations.

    Additional Advice

    • Connect with Human Resources. Invite HR to the conversation if you have concerns about how your team member may react to your feedback. Additionally, you don’t have to wait for something bad to happen to get HR involved. You can connect with HR for the easy conversations, too! The HR Toolbox has policies, procedures, and best practices for providing feedback to all of your team members. 
    • Don’t forget you’re on the same team. It’s never you against your team member. It should always be you and your team member(s) working collaboratively to find success. 
    • People don’t do the wrong thing on purpose. Ensure your team member understands procedures and how to use their resources to complete tasks. 
    • Listen as much as – if not more than – you speak. Your team member is going to have some insight into their own performance. Be fully present as they express themselves and reflect on their work. Let them tell you what is working well, what they’re proud of, and where they need your help. 
    • They might already know what you’re going to say. It’s not constructive to point out the obvious or linger on the consequences of an accident. Keep focus on how mistakes can be corrected or prevented in the future. Additionally, your employee may disengage if your conversations are repetitive or disingenuous. Giving the same compliment or generic affirmation will lose its meaning fast. 
    • Be compassionate. Empathize with your fellow humans whether or not your feedback surprises your team member. Performance reviews can be intimidating and awkward. It can be hard for some folks to show up as their best selves for the conversation. 

    Resources from the Enterprise

    From Enterprise Human Resources

    From MMB and Enterprise Talent Development

    Enterprise Talent Development (ETD) offers Skills Development Courses on this topic. Review upcoming scheduled courses on the ETD website. 

    Recommended by Successful Teams

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