Establish clear, measurable expectations early and focus feedback on behavior using the SBI model. Provide timely, balanced feedback regularly and encourage two-way communication. Set SMART goals, offer support, document discussions, and lead by example to foster growth and continuous improvement.
What Are Best Practices for Providing Constructive Feedback and Managing Performance as a New Manager?
AdminEstablish clear, measurable expectations early and focus feedback on behavior using the SBI model. Provide timely, balanced feedback regularly and encourage two-way communication. Set SMART goals, offer support, document discussions, and lead by example to foster growth and continuous improvement.
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Establish Clear Expectations Early
Setting clear, achievable, and measurable expectations from the beginning helps employees understand their roles and responsibilities. This clarity provides a solid foundation for giving specific and relevant feedback later on.
Focus on Behavior Not Personality
When providing feedback, concentrate on observable actions and outcomes rather than personal traits. This approach reduces defensiveness and makes it easier for employees to accept and act upon the feedback.
Use the SBI Model Situation-Behavior-Impact
Structure your feedback by describing the Situation, the specific Behavior observed, and its Impact on the team or project. This makes feedback clear, objective, and actionable.
Make Feedback Timely and Regular
Don’t wait for annual reviews to address performance. Provide feedback promptly after the behavior occurs and maintain regular check-ins to discuss progress and challenges. This fosters continuous improvement.
Balance Positive and Constructive Feedback
Aim for a balanced approach by recognizing strengths and achievements alongside areas for improvement. Positive feedback motivates employees, while constructive feedback guides development.
Encourage Two-Way Communication
Create an environment where employees feel comfortable sharing their perspectives and asking questions. Active listening during feedback conversations leads to mutual understanding and stronger relationships.
Set SMART Goals Together
Collaboratively develop Specific, Measurable, Achievable, Relevant, and Time-bound goals with your team members. Clear goals provide direction and a basis for evaluating performance fairly.
Provide Support and Resources
Identify any barriers employees face and offer support, such as training, mentorship, or tools they need to succeed. Constructive feedback paired with resources empowers improvement.
Document Performance Discussions
Keep records of feedback sessions, agreed-upon goals, and follow-up actions. Documentation helps track progress over time and protects both manager and employee in case of disputes.
Lead by Example
Demonstrate openness to receiving feedback yourself and show commitment to personal growth. Modeling constructive feedback behaviors sets a positive tone and encourages a culture of continuous improvement.
What else to take into account
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