Supervisor Foundations · Module 3
COACHING, FEEDBACK & PERFORMANCE CONVERSATIONS
Supervisors influence performance through everyday conversations.
Sometimes the employee needs encouragement.
Sometimes they need clearer instruction.
Sometimes they need correction.
Sometimes they already know something went wrong and need help understanding how to improve.
Good feedback is not simply:
“You did well.”
or:
“You did badly.”
Useful feedback helps employees understand:
- what happened
- what was done well
- what needs to change
- why it matters
- what better performance looks like
- what should happen next
Feedback should focus on observable behavior whenever possible.
It should not become an attack on the employee’s intelligence, character or worth.
BY THE END OF THIS MODULE, YOU SHOULD BE ABLE TO:
- distinguish useful feedback from vague criticism
- describe workplace behavior specifically
- correct performance without attacking the person
- choose an appropriate time for feedback
- ask questions before making assumptions
- recognize good performance meaningfully
- coach employees who are trying but struggling
- listen to explanations without losing accountability
- agree on clear next steps
- follow up after coaching or correction
Core Behavior
Help employees understand what is working, what needs improvement and what they should do next.
Remember
Feedback should make the next step clearer.
- Estimated learning time
- Approximately 60–75 minutes
- Format
- 10 micro-lessons + scenarios + knowledge checks + workplace challenge + module assessment