Real-life advice from a real-life recruiter

Hello Fellow followers!

Did you know that as a leader giving feedback is a responsibility you perform again and again? Letting people know where they are and where to go next in terms of expectations and goals – yours, their own, and the organizations.

Here are some tips on how to effectively give constructive feedback

  • Begin with the positive and with sincere praise and appreciation.
  • Avoid saying “You do this well, but…” because the follow up criticism wipes out the praise.
  • Point out the person’s importance to you and the organization.
  • Mention your own development areas and what you are doing about them.

Discussing the Results

  • Listening skills are the key to a successful feedback meeting
  • Let him or her do a great deal of the talking.
  • Ask many questions about his/her point of view
  • Put yourself in his/her shoes and really understand what he/she is saying
  • Focus not only on what the person says, but what he/she feels.
  • Let him/her draw their conclusions before giving your opinion

Giving your Point of view

  • Focus on behaviors and styles, not the person.
  • Avoid saying “you’re wrong” point blank; this just makes people defensive.
  • Show confidence that the person can improve… he or she can!

Setting Goals

  • Let the person set goals and strategies for development when possible.
  • Make sure your expectations are clearly stated in terms of behaviors or results. Avoid vague goals like “be more energetic”
  • Set up timetables for improvement.

So remember, your objective in giving feedback is to provide guidance by giving information in a useful manner, either to support effective behavior, or to guide someone back on track toward successful performance.

 

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