University employees, as experienced leaders, often hesitate to have important conversations with their teams. This reluctance stems from not knowing how to approach these discussions effectively.
People need positive reinforcement for desirable behavior.
Employee don't naturally improve without feedback from managers.
The behavior and performance we tolerate as managers become the norm.
As leaders, we must provide consistent and constructive feedback throughout the year. Compassion and directness are both essential when giving feedback. Effective feedback is rooted in trust and sets a path for improvement.
1. A Desire to Do Good
When giving feedback, respect and compassion matter more than just the words spoken. Be firm yet respectful, focusing on honesty and mutual understanding. Avoid confrontational language.
2. Skill
Effective feedback often follows the SBI model:
Prepare for potential reactions and plan your responses accordingly.
3. Strategy
Before starting a feedback conversation, consider:
Phase 1: Reflection
Prepare for the conversation by understanding your own triggers and maintaining neutrality. Your goal is to create an open space for dialogue, even when viewpoints differ.
Phase 2: During the Conversation
Begin with a neutral starter statement, listen to the employee’s perspective, and ask questions to understand their point of view. Restate your expectations for change and improvement.
Phase 3: Problem-solving or Action-planning
If needed, offer concrete actions for improvement. Solutions should ideally come from the employee. Schedule regular check-ins to monitor progress.
Continue to follow-up until you see the desired change in behavior or performance.