How to Provide Feedback?

Performance feedback needs to be constructive in order for it to be productive. Sometimes employees just don’t measure up to the city/town’s performance standards. Some managers try to avoid this experience. They hope the employee’s performance will improve with time, experience, or just luck although the result is often just the opposite. Employees conclude that their performance is acceptable, and no one tells them differently until they are fired (worst case scenario). In a case like that, a successful wrongful discharge claim could be filed because appraisals didn’t reflect the actual performance. Feedback to an employee on their performance can reinforce the positive and change the negative by:
• Identifying specific actions or behaviors that were done well or poorly so the employee knows to continue on or stop doing those things.
• Explaining the effects of the observed behavior, whether positive or negative.
• Focusing the feedback on the behavior, and not the person.
• Avoiding attacks or judgments on the individual.
• Encouraging the employee to listen rather than be defensive.
• Letting the employee know what behavior is expected and how inadequate behavior should be changed.
• Taking time to point out positive behaviors that can be repeated and working with the employee to come up with ways to repeat those behaviors.
• Following up with more feedback and action plans as needed.