{"id":26464,"date":"2021-02-06T09:29:36","date_gmt":"2021-02-06T13:29:36","guid":{"rendered":"https:\/\/www.shortform.com\/blog\/?p=26464"},"modified":"2021-02-14T23:41:11","modified_gmt":"2021-02-15T03:41:11","slug":"providing-feedback-to-employees","status":"publish","type":"post","link":"https:\/\/www.shortform.com\/blog\/providing-feedback-to-employees\/","title":{"rendered":"Providing Feedback to Employees: 3 Types of Feedback"},"content":{"rendered":"\n<p>Why is <a href=\"https:\/\/www.shortform.com\/blog\/providing-feedback\/\">providing feedback<\/a> to employees so important? How should you provide feedback?<\/p>\n\n\n\n<p>According to <em>High Output Management,<\/em> there are three types of ways of <a href=\"https:\/\/www.shortform.com\/blog\/giving-feedback-in-the-workplace\/\">providing feedback to employees<\/a>. You can use any of these types depending on the type of feedback and the employee. <\/p>\n\n\n\n<p>Read more about providing feedback to employees.<\/p>\n\n\n\n<!--more-->\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Providing Feedback to Employees<\/strong><\/h2>\n\n\n\n<p>As discussed, the goal of the performance review is to improve performance. Therefore, after assessing performance, you need to provide task-relevant feedback\u2014feedback that is directly related to work\u2014to guide recipients toward improvements.<\/p>\n\n\n\n<p>There are three formats for providing feedback to employees in performance reviews:<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Type #1: Alternate Positives and Negatives<\/strong><\/h4>\n\n\n\n<p>This is one way of providing feedback to employees. In this type of review, which is very common, managers list negative feedback and then temper it with positive feedback. These reviews aren\u2019t very effective at improving performance because:<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>They\u2019re superficial and disorganized, which will confuse the recipient.<\/li><li>The amount of feedback is overwhelming. People can only absorb so much at once, and if overloaded, they either can\u2019t absorb any more or forget everything they have absorbed so far.<\/li><\/ul>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Type #2: Address a Major Problem<\/strong><\/h4>\n\n\n\n<p>This is another way of providing feedback to employees. In this form of review, you discuss and try to resolve a single fire-worthy performance problem.<\/p>\n\n\n\n<p>Likely, when you bring up a major problem, the recipient will go through the following stages:<\/p>\n\n\n\n<p><strong>1. Refuse to acknowledge the problem exists. <\/strong>To show the recipient the problem is real, use examples and evidence.<\/p>\n\n\n\n<p><strong>2. Deny that it\u2019s a problem.<\/strong> Again, use evidence to show that the problem is real.<\/p>\n\n\n\n<p><strong>3. Accuse others of causing the problem. <\/strong>In this stage, the recipient accepts that the problem is real but doesn\u2019t think it\u2019s her fault and therefore doesn\u2019t plan to do anything about it. This tends to be the hardest step to get through. If she can\u2019t get through it on her own, use your position power. Tell her that you understand she doesn\u2019t see the problem the same way you do and that either of you could be right, but it\u2019s your responsibility to the organization to give instructions.<\/p>\n\n\n\n<p><strong>4. Assume ownership of the problem.<\/strong>&nbsp;<\/p>\n\n\n\n<p><strong>5. Find a fix.<\/strong> You should help the recipient do this. It\u2019s typically easier than the other steps because finding fixes is a matter of logic, and moving through the other steps is emotional, which is more difficult for some people to handle.<\/p>\n\n\n\n<p>The recipient may not go through all the stages, and if she doesn\u2019t move on from one, you can\u2019t either (it\u2019s impossible to talk about fixing a problem that someone refuses to admit even exists).&nbsp;<\/p>\n\n\n\n<p>There are three ways this review can end:<\/p>\n\n\n\n<ol class=\"wp-block-list\"><li>The recipient agrees with your assessment and agrees to implement your suggested fixes.<\/li><li>The recipient doesn\u2019t agree with your assessment but <em>does <\/em>agree to implement your fixes.<ul><li>For example, Grove once asked a manager to rewrite a performance review. The manager thought it was a waste of time, but he did do it.<\/li><\/ul><\/li><li>The recipient doesn\u2019t agree with any of it.<\/li><\/ol>\n\n\n\n<p><strong>The first outcome is ideal because if the recipient feels the same way about the problem as you do, she\u2019ll likely <a href=\"https:\/\/www.shortform.com\/blog\/how-to-be-more-motivated\/\">be more motivated<\/a> to solve it. However, the second option is acceptable too<\/strong> because while it might not be as emotionally comfortable to disagree, the problem will still get solved. The third option is not acceptable.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Type #3: Review a High-Achiever<\/strong><\/h4>\n\n\n\n<p>This is the last of the ways of providing feedback to employees. In this review, you give feedback to a high achiever. Because the goal of a review is to improve performance, <strong><em>always <\/em>include suggestions for improvement, even if someone is already doing well.<\/strong> (When it comes to high performers, there\u2019s a tendency to simply summarize the subordinate\u2019s work instead of providing suggestions to improve.)&nbsp;<\/p>\n\n\n\n<p>High performers do a lot for the organization, so if you can improve their performance even more, you\u2019ll improve the company\u2019s output significantly.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Why is providing feedback to employees so important? How should you provide feedback? According to High Output Management, there are three types of ways of providing feedback to employees. You can use any of these types depending on the type of feedback and the employee. Read more about providing feedback to employees.<\/p>\n","protected":false},"author":5,"featured_media":18200,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[34,14,30],"tags":[205],"class_list":["post-26464","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-communication","category-management","category-work","tag-high-output-management","","tg-column-two"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v24.3 (Yoast SEO v24.3) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Providing Feedback to Employees: 3 Types of Feedback - Shortform Books<\/title>\n<meta name=\"description\" content=\"Do you need a system for providing feedback to employees? Use these three steps to improve your feedback system. Read more.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.shortform.com\/blog\/providing-feedback-to-employees\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Providing Feedback to Employees: 3 Types of Feedback\" \/>\n<meta property=\"og:description\" content=\"Do you need a system for providing feedback to employees? Use these three steps to improve your feedback system. 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