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Impact: The impact establishes the harm caused or likely to be caused that and creates the need for feedback. If an action has no effect, giving feedback is pointless.
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Share the impact of the behavior on yourself
Share the impact of the behavior on others or the project/ team/ company, whichever relevant
Share the impact of the behavior on the individual - how the existing behavior is negatively impacting them and how a positive change can benefit them.
(Suggested) Action/ Behaviour (suggested): Without an action plan, feedback is meaningless. Not always are actions clear cut. It might help to coach a person towards thinking through possible options or even suggest specific steps that the person can start/ modify/stop.
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Formal Feedback Conversation precedes written feedback. This conversation involves having that tough conversation with the team member around the area of improvement desired. It also involves creating a safe space for the team member members to understand and clarify expectations. While giving feedback, the manager encourages the team member to speak to the coach about the feedback.
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Periodic Feedback: It is advised that the manager sets up a feedback meeting with the team member once in two weeks to check on the implementation of the action plan periodically. Positive feedback (Recognition) needs to be given where improvements are observed. The manager also needs to reinforce areas that continue to require development.
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