How should we give feedback to our employees after performance evaluation?

1️⃣ Feedback should be descriptive and not judgmental, for example, instead of telling the person that you are introverted and shy, say that you speak very little in meetings.

2️⃣ The feedback should be specific and precise, and general statements should be avoided, for example, you can tell the person that you were late in a certain project at a certain stage.

3️⃣ Feedback should not focus on personality traits (which cannot be changed and modified easily and quickly), but on events and behaviors.

4️⃣ The information that is reflected to the individual in each feedback session should be proportional to the capacity of receiving and digesting the feedback.
5️⃣ The feedback should be transparent and clear, vague and uncertain expressions like “your work was good, but” confuses the person.

6️⃣ constructive feedback should be provided informally and face to face.

7️⃣ Feedback should be provided with a regular routine. Each time, the previous feedback and its effects and results should also be reviewed and evaluated. This work needs to be recorded and cannot be relied on memory

8️⃣ Feedback is effective when it is honest and based on mutual trust.

🖋 Human resource management