- Identify the facts.
- State the impact.
- Make assumptions about why the performance gap exists.
- Use a label to characterize what you perceive as the employee’s intention.
- Keep focused on the results you expect.
- Expect the employee will change because you have made it clear that is what you will require.
- Identify the facts.
- State the impact.
- Invite the employee to discuss his or her perspective.
- Offer to brainstorm while making his or her responsibilities clear.
- Identify the consequences of what would happen if the employee did not resolve the performance gap.
- Document the conversation and commitments. Scheduled a specific time to follow up.
- Follow up.
- Identify the facts.
- State the impact.
- Invite the employee to discuss his or her perspective.
- Offer to brainstorm while making his or her responsibilities clear.
- Identify the consequences of what would happen if the employee did not resolve the performance gap.
This is a complete representation of the process you should follow to use the Feedback Loop.