What are effective feedback techniques for individuals who are struggling to meet targets?

To me, feedback, when approached with true intent and constructive methodology, serves as a vital tool to ignite positive change. Especially for individuals grappling with meeting targets, feedback acts as a compass, pointing them toward areas of improvement. Tailored feedback techniques can inspire self-awareness and actionable next steps. Importantly, it fosters an environment of trust and continuous learning, helping individuals not just meet but exceed their potential.

In a neurotypical world, we only see black and white - something needs to be done/achieved, the person tasked with it is unable to do it, they're not behaving in one of the few ways we know they should and therefore they need feedback. This thought process is loaded with conditioning and pre conceived notions. Regardless of the framework one chooses to deliver feedback via, they will be "acting", a stage performance. Two key aspects to consider: 1. Targets do not work the same way for everyone. Break it down or colour it differently. Whatever makes more sense for the person tasked with it. 2. Methods will vary - there is always room for NEW. Take an open minded approach and help them accomplish it via new or innovative ways.

Giving constructive or negative feedback might often feel like a difficult conversation to have, especially because of the uncertainty around how that conversation will go. So let's make it a win-win by using the non-violent communication framework instead. Here's how: - start with assuming best intentions (at least the first time/times): the person is trying, but there must be something preventing them to reach that target; - express what you notice / what you are worried about and how it impacts you and the person; - clarify the problem: what is missing? what gets in the way for them? (that's where you listen more than you talk:)) - clarify solutions together - what specifically do they need to change and what would help them do that?

Feedback which involves reciprocation and collaboration is key to successful development for all parties involved. Respectfully utilized with compassion, reciprocal communication is crucial. Accountability and strategic follow up is essential for all participants.

For me feedback is the key for the final outcome of any "goal" set money wise, relationship wise & health wise which is for your good & wellbeing....Ultimately the end result is SUCCESS. Infact it gives you the right direction to follow & help us to be on course of achieving our goals on time... Further feedback given by a mentor or successful man are words of wisdom which should be taken positively, is vital & should be taken seriously & followed deligiently .. Most important : When feedback given "Ego" has to be kept aside & should be taken positively as areas of improvement & to be worked on...Reason being these feedback are words of wisdom from an experienced & successful man or women in their respective field or life...

For me, timing is relevant when it comes to feedback. When individuals are striving to meet targets, the promptness of feedback can play a pivotal role in course-correction. If feedback is delayed, opportunities for real-time adjustments can be missed, potentially leading to repeated mistakes. On the flip side, feedback that's too rushed might not be as reflective or thought-out. Striking the right balance ensures that individuals receive actionable insights when they're most impactful.

The timing of feedback is crucial for two main aspects: 1) For the recipient to truly understand what you are referring to - if the feedback takes too long to give, the person receiving it may forget about the details of the situation; and 2) For the recipient to be able to act on it as quickly as possible, if relevant. There is nothing worse than receiving constructive feedback a lot of time after the event. The sooner the better as it allows the recipient to improve their conduct straight away. It's very important to remember that feedback should be very balanced, as you don't want someone to feel that they only hear from you when they do something less positive. This is key to ensure that the recipient feels valued and confident.

In a corporate environment, ensuring individuals achieve their target is important to the overall success of a company. Therefore, effective feedback techniques for individuals struggling to meet targets could include the following: 1. Providing timely feedback; 2. Focusing on specific behaviors and outcomes; 3. Balancing constructive criticism with positive reinforcement; 4. Establishing a collaborative atmosphere Setting clear expectations and actionable steps for improvement, coupled with regular check-ins to gauge progress, fosters a culture of continuous learning and productivity enhancement.

When feedback is timely and continuous, it is less likely to come across as a one-off event which is to be avoided at all costs. Infrequent feedback which only takes place once in a while and only when there are issues would most likely be perceived in a negative light and would not be of any benefit to both the giver and the receiver of this feedback. For it to be effective, it needs to be consistent for trust-building.

Do it on a Friday just before they go home, then if they're upset they have the weekend to get over things and business won't be impacted as much. Obviously just kidding, this is definitely not what to do.

The methodology with which feedback is delivered, plays a critical role in its reception and subsequent impact to me . For individuals working to meet targets, how the message is conveyed can determine whether they view feedback as a tool for growth or as a critique. Opting for methods that promote open dialogue and understanding can make all the difference. In essence, the right feedback method can empower individuals to visualize a clear path forward and embrace change positively.

I’d start with an honest chat to understand their challenges. Pairing them with a teammate can spur skill sharing and immediate feedback. Visual aids like Kanban boards can clarify workflow and highlight bottlenecks. Promote a growth mindset, celebrate every win, and keep feedback specific and supportive. Regular check-ins help track and boost progress.

Frame your feedback using "I" statements to express your observations and feelings without making the individual defensive. For example, say, "I've noticed that you've had difficulty meeting your targets recently," instead of "You're not meeting your targets."

Constructive feedback consists of seven phases: 1. Ask permission to give it at that moment, in person. 2. Formula for effective feedback: "When you said/did/wrote ______, I felt/experienced ______." 3. Format 2. into a wish, suggestion, advise or request. 4. Express the positive outcome = benefits, when 3. comes true. 5. Express your belief on the person's ability to change the unwanted behavior. 6. Make a mutual agreement, how to proceed. 7. Remember to thank for listening and the chance to speak directly.

When individuals grapple with targets, the manner in which insights are structured and delivered can substantially influence their effectiveness. Tailoring the format to the needs of the individual ensures that the feedback is both digestible and resonant. For instance, utilizing charts or graphs can vividly highlight areas needing attention, while a face-to-face discussion can foster deeper understanding and rapport.

The format of feedback varies depending on the employee and the situation. Ideally, a good supervisor is using all formats of feedback - verbal, written and visual. For example, talking to an employee the first time they are tardy then after several instances of tardiness the supervisor could prepare a chart or graph. Finally, a follow-up written email is always a good idea.

I've found effectively explaining the Impact portion of the SBI model is often the most important part of the discussion. While it's important to clearly explain the Situation and Behavior, the Impact helps the person understand the context of why the feedback is important. In the case of constructive feedback, it can help them visualize what a successful outcome would look like, and may help drive commitment to make adjustments moving forward.

While I like and use SBI, I also think sometimes a simple open-ended question like "What's going on?" can be effective. As a supervisor, we need to find out what the obstacles are and figure out how to move them out of the way to clear a path for success.

When providing feedback to individuals struggling to meet targets, use a constructive approach. Start by expressing empathy and understanding their challenges. Be specific about the issues and provide clear, actionable suggestions for improvement. Set realistic, achievable goals and offer support through additional training or resources if needed. Ensure the feedback is regular, timely, and consistent. Encourage open communication, allowing them to share their perspective and concerns. Maintain a positive and encouraging tone, emphasizing their potential for growth and development. Offer praise and recognition for incremental improvements, reinforcing their motivation to meet targets.

Encourage a two-way conversation by asking open-ended questions like, "What do you think might be causing these performance issues?" or "How do you think we can work together to improve your results?"

I think that there are many factors to consider.l always refer to the Scarf model by David Rock it focuses on the human social experiences which include, Status, Certainity, Autonomy, Relatedness and Fairness. Start by setting the stage.Request for a meeting in a neutral, calm space. Make sure the person knows this isn't a punishment it reduces anxiety and stress. For example you could say "I'd like to schedule a time to discuss how things are going with you and your role. I've noticed some challenges and think we could develop a strategy together and one that works for you." Try to be Specific but also focus on behaviour, not one's character, Don't attack their character, stay on target by discussing the actions, not the person.

I think these steps miss the most critical first step-curiosity. If someone is not achieving targets, the first mission is to understand the why. How can anyone give feedback without understanding WHY the person is not achieving? Feedback on numbers alone is sort sighted. I would show the results in a very neutral way, and seek to understand, then we can work on a solution.

Just put yourself in the receivers shoes and think "how would I like to be treated?". You won't always get it right, but it helps.

Situational Analysis I find sometimes (if not most of the time) targets are missed not because the coachee/mentee can’t meet them, no! It’s often situational - where are they are currently? This can range from mindset to what skills they have and how quickly they can adapt to learning. Hence, a good first meeting would be to understand by exploring with the coachee/mentee where they are. Once this is established the conversation can move forward to where they want to be. This would be the time to make them see why it’s important to move pass where they are now to get to where they want to be. To do that targets must be met. Given that this gives opportunity for both of you to agree on targets makes them even want it more.

I am a firm believer in the “not yet” method when it comes to feedback. Telling those who can’t meet the target, they haven’t yet met the target rather than telling them they failed to meet the target. Choosing the wording carefully will make a massive difference in the way the feedback is received.