There are several good reasons to give feedback. The first would be to confirm understanding, to make sure that the employee understands what you're asking them to do and why. This is your opportunity to clarify the meaning, or the intent of giving the feedback, to provide guidance, to give direction in terms of a step-by-step process that you'd like to follow, to change the employee's behavior, and encourage their development. A bad reason to give feedback would be to demean, embarrass, intimidate, or hurt your employee to get something off your chest. Here's an easy way to remember how to give effective feedback with the BOOSTER acronym: Balanced, Observed, Objective, Specific, Timely, Engaging, and Respectful.

B is for Balanced, in terms of positive and negative. Balanced in terms of giving the employee the benefit of the doubt, that their intentions are pure, that they do want to improve. Also, balanced, in terms of logic and emotion. Present the logic, but do so in a professional and respectful way at all times.
The first O is for Observed, you've got to see the behavior, and not bit around the bush and indicate that someone has told you or it has been called to my attention. Using "I" statements and owning the feedback is essential to getting your message across.

The second O is Objective and the opposite of objective is subjective. Meaning it's your opinion – but you have to back up your opinion with facts.

S stands for Specific. You want to make the feedback refer to one specific example. Generalized comments, like “you're doing a great job,” won't help the employee focus on what they're doing right, or what they're doing wrong. 

T is for Timely. Offer encouragement and feedback immediately after the behavior has taken place, making it clear why it’s important. Showing that you care is a compliment that goes a long way in terms of an employee's pride in their work.

E is for Engaging, meaning there should be some give-and-take in a conversation with the employee to ensure that they understand the feedback that you're giving them. Ask questions and listen to their responses.

R is for Respectful. Demonstrating respect at all times goes a long way with your relationship with the employee. While giving feedback, remember to maintain a professional and respectful demeanor. Mutual respect can be demonstrated in terms of tone of voice, facial expressions, eye contact, and body language. So, make sure that you demonstrate effective body language, but also read the body language of the person that you're giving feedback to, and ensure that the situation is calm and comfortable. Ensure that the employee is listening and is engaged in the conversation. Employees need clear directions, requests, and clear feedback. But the feedback needs to be presented in a way that coaches and motivates them.

More insight on Feedback can be learned in our 15-minute management module, one of the 24 management modules in Management Series. Click here for a free account and take the time to develop new skills.

Contact us with your specific need…we are here ready to help! 

Join the hundreds of companies & thousands of happy employees that train with i2iWorkplace

Clients love the training!

100% of our customers renew their training engagement with i2iWORKPLACE every year.

99% of participants agree that their understanding of Harassment Prevention in the workplace was increased/reinforced.

Employees like the training and gave us a 9.2 approval rating (of 10, NPS). This is a great score for a mandatory training program.

Client Feedback/Comments

• “We should have more training like this!”  

• “I am very happy with the training. It’s easy to use and works well with over a thousand employees working in virtually every state” 

• "Happy to have found your company - you provide a cost-effective solution, and we appreciate your responsiveness to get us up and running quickly"

• See more client feedback here

We are proud to deliver training programs that employees love, cost-effective, law compliant, and easy to administer. (customer testimonials)