3T: Keys to Effective Feedback

Individual capability is only one of six factors affecting an individual's performance. Research also indicates that supervisors and managers can impact their team members' performance both positively and negatively through the feedback they give or don't give. Assuming you provide feedback to your team members, use the 3Ts - Timing, Talk & To the Point - to ensure your feedback is having the desired effect.

TIMING - Feedback + Lag Time = Decreased Impact - Whether positive or formative, the feedback you provide has the greatest opportunity to impact performance when it is given as close as possible to the behaviour you observed.

TALK - Encourage Dialogue - "But I'm giving them the feedback!" Improving performance is about creating a dialogue with your employees. Dialogue uncovers issues that may be at the root of problematic behaviours. By finding the root cause, you can work together to address it. Also, in some instances you may not be able to observe the employee on the job. Dialogue can ensure a fair process. It can also help confirm the accuracy of input you have gathered.

TO THE POINT - Be Personal and Specific - It is the difference between "Good job" and "Good job on the presentation. Your detailed handouts were a clear indication of the research you put into it." The second example provides a clear description of the behaviour you want to see replicated. Being specific and personal in the feedback reinforces positive performance behaviours and offers tangible expectations for areas to improve.
Generational Tip: As a general rule, Millennials (Gen Ys, the youngest generation in the workplace) like regular feedback. Some managers report feeling that the Millennial need for feedback is onerous and frustrating to manage. Remember, this generation has grown up on feedback and collaboration throughout their schooling. Keep an open dialogue with your Millennials and you will find they are very open to coaching.