Offer feedback the BEER way - Tell your staff what they need to hear

This post came out from The Straits Times (18 Februrary 2014)
Title -

Some pointers that I've got are:
1. Behaviour
2. Effects
3. Expectations
4. Results

On Behaviour

• Highlight to your staff the specific undesirable behaviours you have observed. Be clear about what you find unacceptable.
• Providing explicit details of a problem or situation (dates, places, numbers) will avoid giving the impression of a personal attack. Stay away from sweeping generalisations about the person's character or personality.
• Make it clear that this is an issue about performance. For example: "I am disappointed that the report did not meet the given specifications requested by the client".

On Effects

• Point out the effects or consequences of the staff's behaviour on the team and the organisation by saying: "Are you aware that this will affect our company's credibility from the client's perspective?"
• Relate the impact of the behaviour to the larger goals and standards of your company, and be sure that your staff member understands the connection. Highlight to him that you are treating him as an essential member and participant of the company and its future.

On Expectations

• Explain the desired behaviour or expectations to your team member. Involve him in the plan for changing his behaviour, based on a joint discussion. 
• Any action plans or solutions for achieving the desired change should be seen as a joint venture. This is key to ensure that there is buy-in from the staff member to work towards the change needed.
• Develop a contract or plan and agree on the terms and a date by which the provisions of the plan will be fulfilled. Check that he/she understands and agrees to the plan by asking, "Do we agree on X?"

On Results

• Describe the outcomes if the staff member does not meet the expectations agreed upon. For example, f he continues with the behaviour in question, the end result will be disciplinary action, demotion and so on.
• For corrective feedback, stress the main things you have discussed that the person could do differently. End on  positive note by communicating confidence in the person's ability to improve the situation.

Yours,
Something Small Thinking Big