How To Deliver Effective Performance Feedback

Powers Resource Center
Training overview
Corporate / Group Training
Virtual Classroom, On-site
1 day

Start dates
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Course description

How To Deliver Effective Performance Feedback - also available live online

Delivering performance or behavioral feedback can be stressful and difficult on both sides of the table. We’ve all endured the pain of well-intentioned but poorly executed feedback.

Giving feedback – either in the form of an annual review weekly check-in or in the moment – for many, can be one of the toughest things about being a manager. But it’s also one of the most important.

Healthy, honest and thoughtful feedback builds trust and respect, keeps the lines of communication open between employees and managers, and creates an environment where everyone can succeed. This course will prepare managers and leaders to give intentional, continuous, constructive, collaborative feedback to their peers and direct reports that is meaningful and has a positive impact.

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Who should attend?

Supervisors, team leaders and managers

Training content

Training content:

This workshop will teach you techniques to engage employees in performance discussions that encourage growth, positive performance and get poor performers back on track.

You will learn to identify opportunities when positive vs. corrective feedback is needed and recognize the key elements of the feedback process. The course will teach the following key elements of feedback:

  • Specific – clear, objective examples of the behavior or performance that you observed (positive or negative)
  • Timing – feedback needs to take place as close to the performance event or behavior that you observed as possible
  • Positive and corrective – feedback should be given regularly for performance that needs to be adjusted or for performance that you would like to see continue
  • Shares the impact – effective feedback lets the employee know how their behavior or performance affects the team, department or company. By taking time to explain the impact of the behavior or action, it takes away the feeling of it being a “personal” opinion
  • Allows for employee input – there should always be an opportunity for the employee to share his or her own perceptions. There may be additional information that the supervisor needs to know
  • Provides opportunity – Feedback is an excellent opportunity to work together to establish an action plan for improvement if necessary, to redefine expectations or goals, or to put developmental plans in place


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About Powers Resource Center

Powers Resource Center -
We Build Large-Scale Leadership & Team Programs
for the Hybrid Workplace.

At Powers Resource Center, our passion is creating a culture of connection by developing engaged, emotionally intelligent leaders and truly cohesive teams. We believe in the radical idea that your career should bring you joy, fulfillment and stretch you out...

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