Giving feedback

• Find an appropriate environment
• Be clear about the specific behaviours you have observed and want to improve and where and when you observed them
• Be clear about the impact and consequences of these behaviours
• Avoid language that is emotive or which could be interpreted as a personal attack
• Ask open questions to clarify any points and explore possible options
• Remember that it is important for individuals to take ownership of improving their performance
• Give the person time and space to explore the impact of their behaviour for themselves. This will empower them to identify alternative approaches
• If they refute your feedback, perhaps because they feel you have misread or misunderstood the situation, invite them to provide examples which support their view, and listen without prejudice
• If the difference of opinion cannot be resolved, re-state your original concerns and consider different ways of phrasing the point
• Explore developmental solutions and support the individual in selecting and implementing these
• Arrange follow up meetings with the individual if appropriate