It isn’t easy to change a pattern of workplace behavior. It all starts with feedback. People don’t see themselves the way others see them. So they need a mirror held up to them. Your feedback is that mirror. Your feedback will consist of both ratings and comments. Your opinions are both trusted and valued because you have worked closely with the individual, and we know you want this individual to improve certain aspects of behavior.
Consider including five kinds of information when you write comments. Your comment could include many or all of these elements.
Consider including five kinds of information when you write comments. Your comment could include many or all of these elements.
1. Begin with a positive observation.
Describe related behavior that has been helpful or positive.
Reassure the person that you’ve noticed the good along with the issues.
Give balance to your feedback.
2. Describe the behavior you observed.
Focus on the behavior, not the person.
Be specific about the behavior – what the person has done or not done.
Avoid judging the person's motives or intentions.
Avoid vague, broad or absolute statements, such as "You never..." or "You always...”
Avoid emotional or hurtful language, such as "Why on earth did you...” or “You’re such a…”
3. Explain the impact of the behavior.
How it affects you or others.
Why the behavior has become a problem (if constructive).
4. Describe the desired behavior.
What you need or expect.
What you’d like the person to do differently in the future.
5. Give encouragement.
Affirm the strengths of the individual.
Express confidence in the person’s ability to succeed.
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