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Giving Effective Performance Feedback

February 26, 2008

1. "Be specific.  Specificity provides useful information to help focus possible behavior change.
2. Focus on goals and key actions.  Focus on helping others take actions, either proactive or corrective, to enhance their performance.
3. Provide at the proper time.  It is typically most effective to give feedback immediately after performance.
4. Make it helpful.  Effective feedback is intended to improve performance and make the employee a more valuable asset.
5. Ensure understanding of the message.  Ask the recipient to restate the major points to verify that he or she understood you; observe non-verbal expressions of understanding and acceptance.
6. Be on target.  Effective feedback must be reliable and valid (Kerns, 2005, p.106-107)."

Reference:  Kerns, C. (2005).  Value-centered ethics: a proactive system to shape ethical behavior.  Amherst, MA:  HRD Press.

Value-Center Ethics is available on loan from the Ohio State University Leadership Center.  To borrow this resource or any other resource, please go to the resource search page http://164.107.48.88/winnebago/index.asp?lib

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Created: 2008-04-25, Updated: 2009-01-08