There are times when it is helpful to allow employees to analyze or assess their own performance versus providing them with your own feedback or perspective. This allows the person to think about what they did—what worked and what didn’t. As the leader/manager, you can certainly add to the conversation; however, the starting point is to take more of a coaching role and allow the employee to comment on the situation.
It involves three simple steps outlined below. Choose which questions best fit the situation and adapt to meet your needs.
1. Ask about what went well.