LEADERSHIP
Using the SEED Model for Performance Feedback
How to give performance feedback in an objective and effective way
Why should I give performance feedback?
Quite simply, if you don’t give performance feedback then you can’t build your team, push people further and better than before. More importantly, you will unwittingly shape the wrong culture for your team. Good quality, timely feedback is a critical part of team building, as it discourages the wrong behaviours and reinforces the right behaviours.
When should I give performance feedback?
I remember getting some feedback from a manager a few years ago on an email I had written several months earlier. Clearly, he remembered it but neither of us could instantly find it and in the end, neither of us were happy with the discussion.
You should give performance feedback as soon as possible after the behaviour or performance emerges, but not so soon that you can’t give considered feedback. If you leave it more than a few days, then the behaviour or performance that you’re feeding back on will be forgotten and the impact will be weak. Don’t forget that the specific behaviour or performance may be good or bad. Don’t leave feedback only for bad things, it is just as powerful…
