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When you are coaching direct reports, keep some guidelines in mind to make the feedback more palatable and more effective.
- Suggest rather than order. It is better to say “you might” rather than “you must”.
- Be immediate. Give the feedback when the individual can act on it. Waiting until the performance review doesn’t help the person make a midcourse correction.
- Be positive. Tell people what they are doing right instead of concentrating on what they are doing wrong.
- Be specific. Simply saying “good job” is not enough.
- Be growth oriented. The primary purpose of feedback is not assessment. Rather it is helping employees to grow and set new goals.
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