Did you know that most employees want to know how they are doing? They certainly want to hear 'the good stuff' but surprisingly, they also want to hear 'the not so good stuff' so that they can do a better job. Yet, most managers don't see the need to provide effective feedback on a regular basis to their people about their performance. Are you one of them?

Here are seven coaching tips to provide effective feedback to all your workers- the stars, the slackers, and the misfits.

1. Have measurable standards.
Then, when an employee is not meeting those standards, it is easy to handle. Example: a shipping clerk has to process 25 orders per day but is only processing 20 a day. You can immediately start a discussion around the standard and why it is not being met.

2. Be specific.
Effective feedback is letting people know exactly what they've done well so they can keep doing it and what they've done wrong so they can change it.

3. Catch people in the act.
Feedback is most effective when it is given immediately following a behavior. Do not wait a week, a month or a year to address a performance problem.

4. Focus on behavior, not traits.
Effective feedback focuses on specifically-observed behavior rather than an evaluation of employee's personality. For example, it is much more effective to say, "You did a great job proofreading the report yesterday and catching those typos" than it is to say, "You have very good attention to detail."

5. Discuss rather than lecture.
Managers should talk about the behavior they have observed, but also ask employees for their views of the problem and how to resolve it.

6. Keep fairness and consistency in mind.
Fairness in that everyone should be given a chance to improve. Consistency in that the same type of feedback should be delivered for the same type of offenses. To do otherwise may show favoritism and possible discrimination.

7. Avoid the sandwich technique.
That is giving the negative in between positive messages. People hear mixed messages. Both positive and negative feedback should stand on its own.

An effective leader not only establishes goals, delegates work, but also does not disappears until it's time for the yearly performance appraisal. She also provides effective feedback on a regular basis. Make sure you consistently use these seven employee coaching tips to improve performance

Do you want good, consistent performance? See the Performing: What Really Works handbook.  It's packed with solid, roll-up your sleeves tips to stop fighting fires and start managing performance right.

Sign up for Make Waves! ... our free e-newsletter on how to lead better, faster and smarter. Contact us to explore how Leaders at All Levels can Partner with You for Bold Change.

---

Copyright 2006-2009, Marcia Zidle. Will you have a bright future? you ready to make your organization stand out in the crowd in competing for customers, clients, funders or community awareness? Contact us and let us show you how to make that happen.

Would you like to reprint this article in your trade journal, newspaper, website, company newsletter or e-zine? See Note to Editors.