Guttman Development Strategies, led by Howard M. Guttman, is a partner of CCY and focused on helping clients become high performance organizations. One of the key strategies to accomplishing this is providing good performance feedback.
Whether it’s a team member providing feedback to a supervisor, or the more traditional top-down performance review, Gutman recommends the same approach:
- Start with a qualifying conversation.
- “There are issues I’ve been noticing”
- “Are you open to discussing them”? Supervisors may be able to say when the conversation is over and that a recommendation is not debatable in ways that employees can’t, but everyone should still lead with the same qualifying questions.
- Be constructive
- Outline the issues being noticed
- Discuss a game plan for moving forward
- Put it in writing
- Follow-up with an email to help ensure everyone’s on the same page
- Include in annual written review as necessary
It’s important that the process goes in this order. Face-to-face feedback should be the norm and ongoing. Written feedback like an annual review should never be a surprise. And of course, feedback in any direction should never start with an email.
To learn more about Guttman’s approach to giving good feedback, see this video on their site: https://www.youtube.com/watch?v=QT-B0ncpiq8
President
With more than a decade of executive and professional recruitment experience, Shawn has quickly become one of the Top Guns in the Executive Search industry. He has successfully placed Board Chairs, CFOs, Chief Creative Officers, and Sales & Marketing Managers.
Follow Shawn on LinkedIn