Interesting Tips For Giving Feedback at Job

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"I noticed that you've missed a few deadlines lately." Not that: "You seem disinterested in your work lately." When giving feedback, it's important to focus on an employee's specific behavior, not the impression you had of it. Focusing on the specific behavior that led to that impression opens up the door to have a clear discussion about the reasons why, rather than making the employee feel judged, alienated or confused.

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"You were effective when you ..." or, "You could've been more effective when you ..." Not that: "Good job." In other words, feedback that is generic and vague is also useless. Focusing on specific actions has two major benefits: It prevents employees from taking the feedback personally, and it also helps them understand what they should do -- or not do -- in the future.

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"I'd like to offer you some feedback on this report, is that OK with you?" Not that: "Your report was ..." Whenever possible, request to give feedback. Not only will your employees appreciate the gesture, but they'll be more likely to take the feedback into consideration and apply it to try to improve.

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"Your presentation was extremely well-researched. Here's where it could've been stronger ..." Not that: "The research you used in your presentation was a little weak in some areas." Preface with the positive. Point out what the employee is doing well before delving into areas for improvement.

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"Tell me, what was your understanding of what I asked you to do?" Not that: "You seem to have misunderstood what I asked you to do." There's that assumption creeping back in again, which does little to open up an honest, productive conversation.