Ongoing feedback and coaching
Providing ongoing feedback to employees about their performance is important for maintaining productive working relationships, accomplishing goals, and creating a fruitful work environment that allows employees to succeed. Managers should engage in performance coaching with the employees to acknowledge successes, provide balanced feedback, share opportunities for growth, and mentor employees so that they realize their potential.
For information on feedback and ongoing communication, please view the Performance Management Guide. Open the table of contents and click on the link to navigate directly to this section.
Practice feedback conversations before you have them. Use the STAR Model to help construct a feedback conversation.
Tip: More in depth trainings about giving feedback and coaching employees can be found through LinkedIn Learning
Tip: Try searching additional key words like ‘Coaching’, ‘Performance Reviews’, ‘Feedback’ or ‘Career Development’ in LinkedIn Learning for additional training resources and opportunities.
Tip: Additional information about giving and receiving feedback as well as the STAR Model can be found in the appendix section of this document.
Managers should engage in performance coaching with the employees to acknowledge successes, provide balanced feedback, and share opportunities for growth.
For information on performance coaching for managers, please view the Performance Management Guide. Open the table of contents and click on the link to navigate directly to this section.
The STAR Model is a structured manner of communicating feedback based on 3 components:
- Situation/Task: Explain the situation or task so everyone can understand the context.
- Action: Give details about what you or the other person did to handle the situation.
- Result: Describe what was achieved by the action and why it was/wasn’t successful.
Utilizing the STAR Model to provide feedback will ensure that managers are providing examples of specific situations and the results which will result in useful/constructive feedback, whether positive or negative.
When providing constructive feedback you may also present an ‘alternative action’ and an ‘alternative result’ to discuss what could have been done differently and how a different action could have produced a better result.
With the STAR Model, you can give feedback that turns mistakes into positive lessons.
