How can you give better feedback to high-performers?

1 Know your goal

Before you give feedback to a high-performer, you need to have a clear goal in mind. What do you want to achieve with your feedback? Do you want to acknowledge their strengths, point out their areas of improvement, or challenge them to take on more responsibilities? Depending on your goal, you will need to adjust your tone, content, and timing of your feedback. For example, if you want to praise a high-performer for a successful project, you might want to do it soon after the project is completed, emphasize the specific actions and outcomes that made it successful, and express your appreciation and trust. On the other hand, if you want to help a high-performer improve their skills, you might want to wait for a more appropriate moment, focus on the constructive aspects of your feedback, and provide concrete suggestions and resources.

2 Be specific and honest

High-performers value feedback that is specific and honest. They want to know exactly what they did well, what they can do better, and how they can improve. They also want to hear the truth, even if it is hard to hear. Therefore, avoid vague or generic feedback that does not address their performance in detail. For example, instead of saying "You did a great job on the presentation", say "You did a great job on the presentation by using clear and engaging visuals, providing relevant data, and answering the questions confidently". Similarly, avoid sugarcoating or hiding your feedback behind compliments. For example, instead of saying "You are a great leader, but you need to work on your communication skills", say "You have a great vision and drive, but you need to work on your communication skills by listening more, asking for feedback, and adapting to different audiences".

3 Tailor your feedback to their personality

High-performers have different personality types that influence how they receive and respond to feedback. Some high-performers are more confident and assertive, while others are more humble and self-critical. Some high-performers are more open and receptive, while others are more defensive and resistant. Some high-performers are more motivated by praise and recognition, while others are more motivated by challenge and improvement. Therefore, you need to tailor your feedback to their personality type and preferences. For example, if you are giving feedback to a high-performer who is confident and assertive, you might want to use a direct and candid approach, acknowledge their achievements, and challenge them to stretch their potential. On the other hand, if you are giving feedback to a high-performer who is humble and self-critical, you might want to use a supportive and empathetic approach, reassure them of their strengths, and help them overcome their doubts.

4 Involve them in the feedback process

High-performers appreciate feedback that is interactive and collaborative. They want to have a say in the feedback process, rather than being passive recipients of your opinions. They want to share their perspectives, ask questions, and give feedback to you as well. Therefore, involve them in the feedback process by asking for their input, listening to their concerns, and inviting their feedback. For example, you can ask them to self-assess their performance, identify their strengths and weaknesses, and set their own goals. You can also listen to their feedback on your leadership, your expectations, and your support. By involving them in the feedback process, you can build trust, rapport, and mutual respect.

5 Follow up and follow through

High-performers expect feedback that is consistent and actionable. They want to see that you are committed to their development and success, and that you are willing to follow up and follow through on your feedback. Therefore, do not give feedback as a one-time event, but as an ongoing conversation. Follow up with them regularly to check on their progress, provide additional guidance, and celebrate their achievements. Follow through on your promises, such as providing resources, opportunities, or rewards. By following up and following through, you can show that you care, that you are reliable, and that you are invested in their growth.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?