Ihr Teammitglied ist sich seiner Leistungsprobleme nicht bewusst. Wie können Sie ihnen effektiv Feedback geben?

You could say, "I’ve noticed that your work has been almost perfect, like 98% there. Let’s chat about how to close that last 2%, because I know you’ve got it in you to hit 100% consistently." This way, you acknowledge their efforts while subtly pointing out the areas for improvement, keeping the conversation light but constructive.

It’s crucial to approach the situation with empathy and clarity. Start by creating a private and supportive environment where you can discuss the issue without distractions. Begin the conversation with positive reinforcement, acknowledging their strengths and contributions. Then, provide specific examples of the performance issues, focusing on the impact these have on the team and overall goals. Use a collaborative tone to express your willingness to help them improve, and together, establish a clear plan for development with actionable steps and regular check-ins to monitor progress. This approach ensures that the feedback is constructive, helping the team member feel supported and motivated to grow.

Building trust and psychological safe space is such a key element for the feedback process . Trust and safety is built over a period of time and feedback lands in a way that it is taken as developmental rather than becoming defensive about it. Kim Scott's framework of Radical Candor, talks about Care personally- Challenge Directly. Feedback/ challenging directly works wonderfully well if the manager CARES personally.

When a team member is unaware of their performance issues, providing feedback that is both kind and direct is key. Start by creating a supportive environment where the conversation can happen privately. Be clear and specific—use concrete examples to illustrate the performance issues, focusing on behaviors rather than personal attributes. Instead of saying "You're not meeting expectations," say, "I've noticed that the last two reports were submitted late, which affects our project timeline." Approach the conversation with empathy, making it clear that your goal is to support their growth. By being direct yet compassionate, you help them understand the issue and work towards improvement, fostering a positive and productive outcome.