You're managing a high-performing employee. How do you deliver constructive criticism effectively?
High-performing employees are invaluable, but they also need feedback to continue growing. Here's how to deliver constructive criticism effectively:
What strategies have worked for you when giving feedback to top performers? Share your thoughts.
You're managing a high-performing employee. How do you deliver constructive criticism effectively?
High-performing employees are invaluable, but they also need feedback to continue growing. Here's how to deliver constructive criticism effectively:
What strategies have worked for you when giving feedback to top performers? Share your thoughts.
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Deliver feedback by balancing praise with actionable advice. Start by acknowledging their strengths, providing specific examples, and focusing on growth opportunities. Engage them in the process with reflective questions like: ✅ You excelled in [task]. What challenges did you face? ✅ Your skills in [area] are outstanding. How can we leverage them further? Regularly check in on their goals, ensuring they feel challenged. Timely ⏰, clear 🔍, and supportive 🤝 feedback keeps them motivated and engaged.
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Oh well, been there, done that. High-performance employees require thoughtful and respectful approaches—always keeping in mind not to alienate or aggravate their colleagues. Let me tell you what not to do: never take them for granted, overload them with extra work just because they are capable, or assume they are always completely fulfilled. Even top performers need recognition, balance, and opportunities for growth. Treat them fairly, provide constructive feedback, and ensure they feel valued and supported, rather than overburdened or overlooked, to keep them engaged and thriving in their role. And still, you will always have the risk of losing them, bear that in mind!
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When delivering feedback to high performers, I follow these key principles: 1. Frame feedback as growth opportunities rather than criticism - high performers are often internally motivated to excel 2. Be specific and data-driven, focusing on observable behaviors and impacts 3. Use the 'feedback sandwich' thoughtfully - acknowledge their strengths while addressing areas for improvement 4. Time it right - schedule dedicated 1:1s rather than impromptu conversations 5. Focus on future development rather than past mistakes 6. Partner with them to create action plans
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When delivering constructive criticism to a high-performing employee, remember not to fear their reaction or worry they’ll resign. Focus on our goal to help them grow. Personally, I like taking them out for lunch because good food makes tough conversations easier. Start with a positive note, then transition into the issue with specific examples. I often use a coaching approach to guide self-reflection - high performers are sharp and usually get there there with guidance. Always remind them, even the best can get better and we believe in their potential to go further 😊 All the best!
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In my experience Respect has always been the utmost opener. I am an open person who enjoys being as direct as possible, so it was always an open and direct conversation to discuss the topics at hand and offer my opinion and what I believe would work. Once a conversation is had, individuals tend to understand each other, their boundaries, and how to take in what the other person is saying without feeling any type of way. It is crucial to be respectful, direct and also open to accepting or understanding their viewpoints too while engaging in conversation.
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