[throwawaybbqed]

These are very good points. I'm curious what the process is from the perspective of the manager. I'm new at the management side of things and was always a top performer as an IC (so didn't get a chance to learn how its down on the flip side). My biggest challenge is figuring out how to give negative feedback (and not destroy a weak player's morale). If someone is having not performing well, I act as a cheerleader and suggest ways of improving. I'm not sure how strong I could/should go (I'm not going to berate anyone since I am not a psycopath). By not providing stronger feedback, I think I am failing the struggling teammember since they may eventually get put on a pip. Any blogs, books or suggestions on how to develop this skill?

[workingname]

I thinking being transparent about it and highlighting how it could be a good thing for them down the line (Interview Question: "How do you handle challenges at work?") if they do improve the things you're noticing. Provide evidence of why you think that and say they aren't in trouble, but we want to improve the quality of your work in this one area.

- Hey X, I brought you into today to talk to you about something I noticed. There is an issue/errors with your work, when doing Y[provide evidence of common errors/average errors of others], I just want to say you're not in trouble, but we want you to improve this area and wanted to make sure you were aware of it.

- I want to extend any resources I have available for you to improve in this area, and of course I have some ideas, I wrote everything down on this paper/email.

- You can come with a plan of your own. Or we can collaborate on it--if you're not sure why issues are happening. Take some time and think about it, and when you're ready to talk about how we might ago about improving in this area, please schedule some time with me and we can work on this together.

[thewanisdown]

Look at Crucial Conversations. Don't take it as gospel, but it's a good starting point.

Stick to facts. Clearly state your expectation, and show how they are not meeting that expectation. Then place the ball firmly in their court. The goal is not fixing the issue for them, but getting them to take responsibility for fixing it themselves.

Refrain from creating a "shit sandwich" by putting the critique in the middle of praise. That makes the conversation ineffective. These conversations are never fun, but they are important to have, and you eventually get used to it.

[throwaway987978]

I really found the Manager Tools podcasts on feedback very helpful https://manager-tools.com/2005/07/giving-effective-feedback

It's not about berating anyone. It's about constant subtle modifications. They compare it to driving a car. Even if you're on a completely straight road, you can't just keep your hands off the wheel and expect the car to continue going straight. You provide regular nudges to keep the car on the road.

Maybe this analogy doesn't hold up that well anymore with auto-correcting cars :)

I think your concern about not providing stronger feedback is valid. Highly recommend the series of podcasts they have around this topic. You'll think about feedback in a much different fashion.

[marrone12]

There are two approaches to negative feedback: growth vs deficit. In a deficit mindset, the negative feedback is everything your report is doing "wrong". In a growth mindset, it is things your report can "improve". Subtle framing like this can help with the morale of your employees as it's now how they can take the next step in their career rather than here are all the reasons you're a bad employee.

[abridgett]

Some companies have "competency matrixes" (or "growth matrixes") which show what's expected at each level. These can be helpful - showing that whilst a Junior person might just be expected to fix a bug, a more senior person may actively seek similar bugs, add test-cases etc. This is great at setting the scene as "how to level up" rather than of negative feedback.