Supervisor'S Performance Review Handbook Page 14
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90HOW TO GIVE PERFORMANCE FEEDBACK
Performance feedback not only helps employees do their work more effectively, but it also
improves communication between the supervisor and the employee. Supervisors, subordinates,
and even coworkers need to provide feedback to each other. When specific and accurate
feedback information is provided in a constructive way, both employees and supervisors can not
only ensure that right things be done right, but also where necessary performance
improvements can be made.
All employees who are performing competently should receive praise and encouragement.
Those who are not performing at the expected level should be informed of the performance gap,
as identified by the performance not meeting the standard, and then "coached" on how to
improve. This action constitutes constructive feedback. Apprising employees of their
accomplishing performance to the satisfactory standard or higher standard helps either to
strengthen their motivation to achieve a higher performance level, or to reinforce them to
continue in performing at the satisfactory level. Communicating with employees in a positive
manner when they need to improve their performance will help prevent chronic work problems
and minimize surprises during the annual performance review process. It is important to
remember that both positive and corrective constructive feedback should be given as close as
possible in time to when the relevant performance occurs.
Positive Feedback
Positive feedback is defined as providing feedback to someone who has done something well
and deserves praise for his/her efforts. In providing positive feedback, the following general
rules should be applied:
• Respect the individual's privacy by choosing a time and place to speak without interruptions
or being overhead by others. However, there may be occasions when it is appropriate to
praise an employee publicly.
• Clearly describe what the individual did to deserve praise.
• Express personal appreciation and explain how the performance helps in the achievement of
the employee's duties and responsibilities and overall accomplishments of the department.
• Ask if there are any job-related problems that the individual may need help with. Employees
particularly appreciate it when their supervisors care enough to ask how they might help with
any work difficulties.
• If necessary, the supervisor should schedule a follow-up meeting to see if the employee's
concerns have been addressed.
Corrective Constructive Feedback
Corrective constructive feedback is defined as providing feedback to someone who has not
performed to the expected standard level and who then needs to employ specific corrective
action to meet the expected level of performance. Constructive corrective feedback needs to be
provided in a way that will continue to motivate the individual. By exercising the following rules
Supervisor’s Performance Review Handbook rev 7/5/12
Page 14
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