Performance feedback is not reserved for formal performance reviews. In fact, you should provide informal feedback to your employees throughout the year, as appropriate. Informal performance feedback can be positive and/or constructive, and should focus on behaviors that the employee is demonstrating (or not demonstrating, but should be). Constructive feedback should be used as a coaching opportunity to reinforce performance standards. Instances of excessive poor performance should be addressed immediately, and may necessitate corrective action. See Corrective Action within this Guide for more information.
Examples:
- I observed that you linked product recommendations to customer needs. Keep up the good work!
- I observed that you missed an opportunity to recommend multiples to that customer. Don’t forget to suggest multiples and make product suggestions as appropriate to customer needs.