Providing feedback to employees is an important responsibility for all supervisors and an integral part of performance development. Supervisors are expected to provide continuous feedback throughout the year, not only during the annual Performance Evaluation Process (PEP). The PEP is an important process and tool that should summarize the conversations held throughout the fiscal year. Feedback includes both positive and constructive communication to guide employees and provide tools to succeed. Employees are more likely to be motivated when they have confidence that their supervisor is measuring both successes and challenges.

Feedback should be timely and ongoing, descriptive of actions and expectations, and include achievable action items. It is a collaborative effort intended to help the employee.

Tips for Providing Feedback

1. Feedback sessions should include a dialogue between two people – provide an opportunity for the other party to respond and invite him/her to also provide feedback in return.
2. Make your feedback specific and related to behavior; do not personalize.
3. Give the feedback in objective terms and in a calm and unemotional manner.
4. Consider your timing; provide prompt feedback with both recognition and praise or guidance and expectations.
5. Focus on behavior the employee can change.
6. Define the impact on you, the team, the department, and the university.
7. Consider memorializing the discussion in writing, as appropriate.