From the course: Using Feedback to Drive Performance
Join today to access over 22,500 courses taught by industry experts or purchase this course individually.
Address behavior
- Cody was a great employee. But he had a habit of blaring his music way too loud in the office. And it was distracting for Sangina. Furthermore, Cody had a loud voice on the phone and ate his food way too loudly. Basically, Sangina found him super annoying. In fact, she couldn't stand him. It is so easy in this scenario to focus on the personal emotion towards Cody. But it would've done no good to tell Cody that he was annoying. There is nothing that Cody can do without feedback, which is why when providing performance feedback, it's important for you to address the behavior and not the person. Point out actionable things that Cody can do, like turn down his music, talk more softly, and eat in the break room. These are behavioral changes that are simple and actionable. Give productive feedback on behaviors that can lead to change in performance. Focus on the behavior, not the personality. Also, recognize when action…
Download courses and learn on the go
Watch courses on your mobile device without an internet connection. Download courses using your iOS or Android LinkedIn Learning app.