Instead, describe the undesirable behavior in exact terms. Be able to substantiate, also in very specific language, the importance of performing the job correctly and the consequences of continued poor performance. While you and your employee should work together to develop solutions, be prepared to identify specific alternatives if necessary. Any feedback you provide should address the employee's performance in terms of measurable outcomes that were developed together. Your employee will be less likely to dispute the existence of a problem if he or she was involved in the goal setting process.
Agreement is an important first step in reversing poor performance.
These words enable you to take responsibility for your own thoughts and observations. Understood by the Receiver Ask your employee to rephrase your feedback to ensure that his or her interpretation corresponds to your intent. Also confirm that your employee understands what is expected of him or her, including the available tools and resources that can assist in the fulfillment of these expectations. The setting in which you provide your feedback is as important as what you say and how you say it. Provide feedback in a disruption-free environment in which there is no risk of being overheard.