7 Ways to Improve Feedback

From: IOMA

Savvy AP managers know that feedback is key in performance management, whether verbal or written. Not only is it part of developing your AP department's employees, it is also a critical component to today's all-important retention and talent management initiatives.

But many AP managers are so over overwhelmed with various tasks that it's difficult to make time to give feedback. Some feel that as long as they fill out the annual review forms, they have done their part in communicating. Consequently, many AP managers aren't very good at giving feedback.

Business coach Peter McLaughlin has devised seven tips to hone your skills at delivering feedback:

1. Ask permission to give feedback. "One of the simplest and best ways to start is to ask permission, especially if you have to deliver not so great feedback," McLaughlin says. "You'd be surprised, but once a person says yes, they take everything in a better way."

2. Set a tone of optimism. Get the discussion of the past over with and move quickly to the future, where you can use optimism to motivate.

3. Focus on specifics. Give the person examples of how they can improve, and show that you support their making changes for the better.

4. Confront nonperformance. Don't wait for a performance review--tackle this as soon as possible.

5. Remember it's a dialogue, not a monologue. Ask questions and listen attentively to answers.

6. Show appreciation, and say thank you. Everyone needs praise, especially if they've contributed to a winning team.

7. Encourage and energize. "You need to get your team fired up," McLaughlin said.
Reward preferences: Days off; flexible scheduling; dinners out with their families.

McLaughlin believes supervisors and managers need to think of themselves as coaches. Good coaches spend 25% of their time on the past and 75% on the future. "Good coaching is question-based," says McLaughlin. So have four or five issues written out ahead of time, which will help create dialogue.