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Why only subtle feedback? Isn’t the job of a people manager to provide direct and constructive feedback - don’t make them read between the lines. Not documenting and discussing their failure to meet performance expectations just makes things harder when it comes time to performance rating time. And having the conversation about why their rating sucked despite no negative feedback is more painful than addressing the issue in the first place! Set clear expectations of deliverables, due dates, and if possible, provide examples of quality work expected! Learning how to do this effectively will help you better manage all of the people who report to you regardless of their abilities. Good Luck - this is an opportunity for growth on your end!
Don’t be subtle
Give feedback early and often. Make sure to give positive feedback when they’re doing something well too. When you’re giving negative feedback, get them to commit to how they can do it differently net time.
It doesn’t have to take a long time either. Here’s an example: Hey, OP. Would you mind if I gave you some feedback? People don’t always recognize subtle hints when you’re talking about their performance. Can you be more direct when talking to your reports in the future?
Sometimes it’s better to let them go, if you have that decision making power
Direct feedback is the next step with clear expectations. When he/she doesn’t meet them, then you can take action
Definitely have weekly one on ones as well, but a lot of feedback is best in the moment rather than a week later.
The reason you’d ask is because you want to tell them there and then. Most people want to hear any feedback their manager has, so you’ll mostly get yes answers. Even if they say no to getting feedback, it’s not a big deal, you’ll have plenty of opportunities to give feedback later. And if they say no, odds are that they wouldn’t really take it to heart because they’re in the middle of something else.
Edit: if they say no to the second part, that’s a longer conversation then - you might need to coach them as to how to do something.
Thanks everyone, appreciate this. I am still growing up professionally and anything close to being harsh is a big weakness for me. Will create actionable items from these suggestions.
Dude sucks (assuming gender) what do you have to lose but to be honest and forthcoming. To not be cost you something and I’m guessing this person has cost you enough already. As long as you keep it about their action and it’s impact(negative) what have they to say? Gitem
Go with the facts where the work is not up to par or things are not getting delivered on time or at the right quality, no one can ignore that. Ask the person, what is their plan to step up and improve?
Constructive feedback when all you see is no hope?
what level r u ? how do you prove he is a non performer?
Asking if someone would mind if they were given feedback isn't direct. People in managerial positions should set a meeting with feedback listed as an agenda item. The non-performer could reply with a "no", and all OP would be left with are more negative feelings.
Thought this was my manager til I saw PWC, different firm... wheew. My boss is too dumb to be on FB anyway.
Sounds like OP is not a manager. Depending on your team dynamics, either be direct with this person yourself or escalate to team lead