This is an effective method for giving feedback! extracted from Coaching Techniques for Dealing with Underperformers by Global Knowledge.
1. Just the facts - give clear behaviour description
2. Your reaction - how does the behaviour make
you feel as the manager?3. Impact - What is the impact of the behaviour on the larger picture?
4. Request - What do you want to see happen?
Example: "James, we need to talk. I saw you scolding Tom during project meeting just now (facts). I've some concerned with that incidence (reaction). Scolding someone in a meeting with other project members will affect team morale (impact). What can we do to address it? (request).
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