7 RED FLAGS YOU Should NEVER Ignore when giving FEEDBACK

Spotting red flags when giving performance feedback is crucial for fostering growth and motivation in your team.?

Here are key warning signs to watch out for…?

you and? if you have been around for some time like I have,?

the awareness may come with some painful consequences.

When giving performance feedback, watch out for these red flags… why:?

Because they can get you in lots of trouble and you won’t even know until it’s too late.

Then, you have HR or your lawyers calling you to assess the conversation you had and you were trying to remember,

Where you messed up.

Take at these 7 RED FLAGS, plus 2 Bonus?

1. Vagueness: Being too general can lead to confusion and misunderstanding.?

Be specific.?Feedback needs to be specific, addressing behaviors or actions rather than vague traits for it to work.

2. Bias: Make sure feedback is based on facts, not personal opinions or biases.?

Unconscious Biases can become a recurring problem. Be mindful of comments,?take notes, and check with HR or other managers for insights.

3. Negativity: Avoid overly critical or harsh language that can demotivate instead of improve the behavior.

4. Ignoring Positives: Or even downgrade or reduce the importance of Positives.?

FOCUSING solely on negatives can overlook areas of strength and improvement.?

5.? Inconsistency: Providing inconsistent feedback can confuse and undermine credibility.

6.? Ignoring Context: Consider the broader context and circumstances when assessing performance.?

Please be prepared to clarify when you need to.

7.? Not Seeking Input: Feedback should be a dialogue; failing to seek input or not “listening” to the input?

from the team member can lead to misunderstandings or resentment.

2 Key BONUS thought:

In the end, keep these 2 actions in mind to champion transformation, which needs to be the reason for the feedback.

1. Set Clear Goals: Feedback should be tied to clear, achievable goals to guide improvement with deadlines.

2. Follow-Up: Providing feedback without follow-up can hinder progress and accountability. Schedule a follow-up meeting with your staff to assess improvements.? “What you don’t measure, is not achieved.”? ?

?I hope this information is of value and will help you not to fall into messy leadership practices. If you need more information, or you have additional insights, share it below, or send me a DM.?

If you want this information in Spanish, let me know... I will create it for you.