Giving Performance Feedback

Giving Performance FeedbackTwo men learning forward and engaged in an intense conversion. Giving Performance Feedback


One of the key roles and responsibilities that any Supervisor or Manager is asked to undertake is to manage the performance of other people. It is one of the most difficult and challenging roles you have to perform. What do you do when someone doesn’t do what you’ve asked them to do?  What do you do, when they repeatedly fall below the required standard of work you or your organisation expects? Giving performance feedback effectively can help bridge the performance gap.


And sometimes of course, the person you are now managing may well have been one of your peers/colleagues….making it even more difficult. How you successfully handle this, will go a long way to determining your success in the role.


Giving Performance Feedback Albury Wodonga


Do you dread those one on one performance feedback discussions?  Have you ever left a feedback session and wished you had handled it better?


The purpose of any feedback we give of course is to improve or perhaps maintain performance by another person. In this workshop, we give you the tools and approaches to make that a whole lot easier! Giving timely and effective performance feedback is critical in improving the performance of your staff.


Giving Performance Feedback Outline


Understand Performance Feedback

Develop a clear understanding of the nature and purpose of giving performance feedback

Understand the benefits of performance feedback


Revisit – Communication Basics

Communication basics and why we sometimes get it wrong!


Formal & Informal Feedback

Understand the value of informal feedback. How and when?


Guidelines for Giving Performance Feedback

Step by step guidelines for giving feedback. We follow a simple 10 Step Process you can use as a guideline when managing the performance feedback process.


Using “I” Statements

Using the right language is critical if you want to keep the discussion focused and positive.


Focus on behaviour

The focus for any discussion must be on the behaviour you observed and NEVER on the person. Or put another way; on the problem and not the person. Sounds simple enough, but sometimes just identifying the behaviour can be challenging… We show you how this can be done.

Overcoming Barriers to Giving Feedback

Overcoming internal resistance to giving feedback


Using Situation Behaviour Impact Model (SBI)

Use the SBI model of giving Feedback or we work with your model. A chance to practice!

Simple SBI Planning Template



  • 1/2 Day Training Workshop
  • Comprehensive Training Manual supplied
  • 4 Weeks of post training support