3 Steps for Giving Feedback to a Late Employee

Use "Situation-Behavior-Impact" to deliver clear and consise feedback

Have you ever struggled to give feedback to an employee who is consistently late and it is impacting not only the team’s performance but also the team’s morale? According to a survey conducted by PWC, 92% of respondents agreed with the assertion, “Negative feedback, if delivered appropriately, is effective at improving performance.

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The Center for Creative Leadership offers a simple tool called SBI, which stands for “Situation-Behavior-Impact” to make feedback nonjudgmental and crystal clear. Here’s how it works:

  1. Situation – When you give feedback, the “where and when” of the situation is important. This puts the feedback into context and gives the other person a specific setting reference. 
    • Helpful: “During the all-hands meeting on Friday and the team meeting last Wednesday…” 
    • Harmful: “It seems like every time we meet…”
  2. Behavior – The next step is to describe the specific behaviors that are observed directly. Avoid relying on hearsay or making a judgment. 
    • Helpful: “…I noticed that you walked in 10-15 minutes after the scheduled start time” 
    • Harmful: “…You’re always waltzing in super late”
  3. Impact – Finally, connect the dots to the actual impact this behavior is having, either on you personally or the larger team. Avoid sweeping statements or demands.
    • Helpful: “…which meant you missed a few important announcements and interrupted the flow of the group” 
    • Harmful: “…People aren’t gonna take you seriously, so you gotta start coming on time to things”

By following these three steps, you can make these conversations quick, easy and productive.

You can share this method with your team through a fun, interactive activity using the Fearless Feedback box from Culture Bites. It’s only 15 minutes, so don’t be late!

Fearless Feedback Activity

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