Provide Feedback

Follow Up

Create Supportive Environment

Be Timely

Balance Feedback

Be Specific

How to provide constructive

Feedback

After providing feedback, follow up with the employee to check their progress, offer additional guidance or resources, and provide on-going support. Show that you are invested in their development.

Follow Up

Acknowledge and appreciate the employee's strengths and achievements while addressing improvement needs. Example: You took the time to greet the donor and make them feel comfortable by telling them your name and describing the process, which is why they felt comfortable telling you the tourniquet was bothering them. The tourniquet was irritating them because it was on too long, which caused discomfort and discoloration. This is how I avoid this mistake . . .

Balance Feedback

Provide specific examples related to the donor service specialist's performance or behavior. This helps them understand what they did well or need to improve upon. Example: I noticed when you began to do the stick, you hesitated, which caused the needle to enter at the wrong angle. This is how I handle that situation . . .

Be Specific

Provide feedback promptly to maximize its impact. Address issues or recognized accomplishments immediately to maintain relevance and clarity. Providing feedback days after an event will not have the same impact as addressing the issue promptly.

Be Timely

Establish an atmosphere of trust and openness where employees feel comfortable receiving feedback. Emphasize that feedback is intended to support their growth and that you are there to help them succeed.

Create a Supportive Environment