Nowa strona 1 » Feedback Coaching Scripts for Managers

For conducting one-on-one coaching sessions with employees. The goal is to provide structured, constructive feedback in a way that promotes engagement, self-reflection, and actionable growth.

1. Opening the Conversation

Start the conversation in a way that sets a positive tone and encourages openness. Begin by checking in on the employee's well-being and overall experience.

Script:

"Hi [Employee’s Name], how are you doing today? How have things been going with your current projects?"
"I wanted to have this session to talk about your progress and give you some feedback on how things have been going. It’s an opportunity for us to discuss what’s working well, and where there may be opportunities for growth. This is a two-way conversation, so feel free to share your thoughts as we go along."

2. Acknowledging Positive Performance (The "Start" or "Keep Doing")

Recognizing and reinforcing what the employee is doing well is crucial to fostering motivation and engagement.

Script:

"I want to start by highlighting a few things you’ve done really well. Your efforts on [specific project/task] have been impressive. For example, [provide specific details: e.g., your ability to meet deadlines under pressure was outstanding]."
"You’ve consistently demonstrated [specific strengths or behaviors], and I want to make sure you continue leveraging those strengths. Keep up the great work with [another positive example]."

3. Discussing Areas for Improvement (The "Stop" or "Improve")

Introduce areas where the employee has room to improve, being specific and focusing on behavior, not personality. Provide examples to make your feedback clear.

Script:

"Now, let’s talk about a few areas where I think there are opportunities for growth. For instance, I noticed that during the [specific situation], there were some challenges with [describe behavior or outcome]."
"It’s important to pay attention to [specific behavior], as it will improve [desired outcome or goal]. For example, in [previous task], [explain how the behavior impacted the outcome]."
"I think focusing on [specific skill or behavior] will help you achieve better results in future projects. Here are some ways we can work on this..."

4. Exploring Causes and Seeking Input (Collaborative Approach)

Encourage the employee to reflect on their own performance and identify obstacles or reasons for any issues they may have faced. This builds engagement and ownership.

Script:

"What are your thoughts on this? Do you see any challenges or factors that may have contributed to [specific area of improvement]?"
"Is there anything you feel could have been done differently in [the given situation]? Let’s explore together how we can overcome this moving forward."

5. Providing Solutions & Support (The "How to Improve")

Provide actionable feedback and resources that will help the employee improve. Offer your support and create a plan of action.

Script:

"To address this, I’d suggest focusing on [specific actions or behaviors]. Here’s an approach you can take: [offer a clear, actionable solution]."
"Would you be open to [specific resource or training]? I think it could be helpful to work on [related skill or behavior]. Additionally, I’ll be available to [provide support or mentorship], so you don’t have to go through this alone."

6. Setting Clear Expectations & Goals (The "Next Steps")

Set clear, measurable goals for the employee to work towards, ensuring they know exactly what is expected of them going forward.

Script:

"Let’s set some specific goals for the next [timeframe], so we can track your progress. For example, I’d like you to focus on [specific goal or behavior], and here’s how we can measure success: [provide criteria]."
"By our next meeting, I’d like to see improvement in [specific behavior, task, or outcome]. Does that sound achievable? Do you have any thoughts on how we can break this down into manageable steps?"

7. Closing the Conversation (Encouragement & Support)

End the session on a positive note, reinforcing the employee’s value and expressing confidence in their ability to improve. Encourage them to take ownership of their development.

Script:

"I want to acknowledge that you’ve been doing a great job overall, and I’m confident that with some additional focus on [area for improvement], you’ll be able to continue to excel."
"I’m here to support you, and I’m excited to see how you’ll apply the feedback we’ve discussed today. If you ever need any guidance or help, don’t hesitate to reach out. You’re capable of achieving great things!"

8. Encouraging Follow-Up and Ongoing Support

Ensure the employee knows that feedback is a continuous process and that you will follow up on their progress.

Script:

"We’ll check in regularly on your progress toward these goals. I’m looking forward to seeing the improvements you make."
"How about we schedule a follow-up meeting in [timeframe], so we can revisit these areas and see how things are going?"

Final Notes:

The Feedback Coaching Scripts for Managers aim to foster a productive and open dialogue between managers and employees. Feedback should always be a balanced combination of positive reinforcement and constructive guidance, designed to help employees understand their strengths and areas for improvement. This framework creates a safe and supportive space for growth while holding employees accountable for their development.