How to Provide Effective Feedback With Subordinates

Everyone who works for a living has come across a similar situation. You need to give a coworker effective feedback, but you don't know how to start. Generally, the hardest feedback to give is negative, so we can assume your most worried about negative feedback. Whether you need to let a subordinate know that their dress is inappropriate, or you have to give an employee a performance improvement plan, communication is an essential part of a productive business environment. Here are some real life examples of ways to effectively provide feedback.

A friend of mine was invited to a work-sponsored etiquette training at a conference center. The training began with a free lunch and socializing, which made it more bearable to this person, who in all likelihood would rather have been foraging for food with bears in the woods than hearing about the proper way to hold a knife and fork. As the training got underway, it became clear that this training focused on the proper way to dress for work. The trainers stressed the need to continuously update your business wardrobe and clear out your closet of old, stained, torn, and out of style clothing. My friend became acutely aware of the fact that his clothes had a few small holes and stains. He got the idea and immediately went out and bought a few refresher items for his closet. The training not only got the message across, it also counted for training credits at his work and gave him a half-day away from the monotony of his job.

A small problem with a subordinates dress or behavior doesn't necessarily need to be solved with a day of training and free meals. In most cases, a simple discussion can reinforce the need for a change. It is important that you stick to the a few concepts when giving negative feedback to a subordinate.

1. Let the subordinate know how much you appreciate their work. A little positive reinforcement will go a long way, especially when someone is expecting a reprimand. This can turn a bad conversation into one that is focused on improvement and a continuing relationship.

2. Cite at least one good thing they are doing for every bad thing you are providing feedback for. Making a discussion seem balanced will help get the point across that the discussion is focused on improving a situation.

3. Be direct about the issue. You don't want your subordinate to feel confused about what it is you are saying or why you are saying it.

4. Use concrete examples, as opposed to feelings. Instead of saying, "you dress inappropriately for work," you should say, "the skirt you wore last week violated our dress policy because it was three inches above your knee."