One of the biggest challenges in people management is dealing with employees who are not meeting expectations. Whether it is because they make repeated mistakes or perform below expectations, it is the leader's role to guide these professionals.
One of the most effective methods for this is corrective feedback, which seeks to realign the employee's behavior to ensure that they contribute positively to the company's strategic objectives.
But how do you give corrective feedback in a constructive and effective way? We explain it in detail in this article!
What is corrective feedback?
Before we get into how to give this type of feedback, it’s important to understand the different types of feedback:
Positive feedback: When the leader recognizes an australia whatsapp data employee's good performance.
Redirection feedback: When the employee takes on new responsibilities and needs guidance to perform their role.
Corrective feedback: When, after several conversations or in the face of a serious isolated error, the employee continues to fail in his/her responsibilities or has committed a mistake that requires immediate correction.
Also read: Employee feedback: are you listening to your team?
Therefore, corrective feedback is an essential tool for correcting certain behaviors and preventing mistakes from being repeated. However, to be effective, it must be given carefully and strategically.
How to give corrective feedback in a positive way
How to apply corrective feedbackThe purpose of corrective feedback is to help the employee reflect on their mistake and understand what needs to be done to improve. To do this, some good practices must be followed.
1. Plan the right moment
Corrective feedback should not be given in the heat of the moment, nor during periodic performance reviews. It requires a specific and private moment, where the leader can focus on the specific situation and offer constructive guidance. Furthermore, when scheduling the conversation, the employee should not be caught off guard. It is important that he or she understands that the goal is to improve, not just criticize.
2. Privacy is essential
The conversation should be held in a private environment, away from coworkers. After all, exposing the employee in public can cause embarrassment and worsen the situation, creating an environment of distrust. Preserving the employee's dignity is essential for them to feel respected and embraced by the improvement process.
Read also: Leadership and management: understand the differences and impacts on the company
3. Follow a clear three-step structure
One of the most effective techniques for giving corrective feedback involves following a three-step script. This structure helps organize the conversation, making it more productive and clear.