Several things you will want to do or put attention around before you sit down to have a feedback conversation are:
1. Know what the person's role, project and main goals have been so that you can provide feedback that is relevant, timely and strategic. Providing feedback in areas that are not linked to a person's role and/or activities is not that useful.
2. Get people thinking about what their own performance has been like - What strengths have they leveraged? What opportunities do they see for growth/development/stretch? "Priming" people for the conversation makes this a two way conversation, where you can supplement self-reflection with personal observations.
3. Ask team members what areas they are going to value feedback in.
4. Have specific examples in the areas you are providing feedback in, making sure that these are things you have observed and/or are validated. When providing feedback we want to make sure it is specific, and grounded in observable behaviors, not stories.
5. Making sure that time has been allocated not only for the conversation but for preparing for it. This is not an activity you want to rush, so be sure to allocate sufficient time and space to have the conversation. Making sure you won't get interrupted within the conversation is also an important consideration. This is not one meeting you want to have to shift or change.
Consider what steps you want to take to prepare for upcoming feedback conversations. What is important for each team member as well?
Enjoy your reflection,
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