A project manager notices that one developer has recently missed several key deadlines, which is starting to affect the current sprint's goals. The manager wants to address the issue constructively, encourage improvement, and preserve the team member's confidence. Which approach is the most effective way to deliver this feedback?
Wait until the annual performance review to provide feedback
Provide feedback during a team meeting so others can learn from it
Schedule a one-on-one meeting with the team member to discuss their performance
Send an email to the team member outlining the feedback
Scheduling a one-on-one meeting with the team member is the most effective method because it provides a private setting for open, two-way dialogue. This approach respects the individual's dignity and allows immediate clarification and coaching. Giving feedback during a team meeting can embarrass the employee and hurt morale. Sending an email lacks tone and may be misread, while waiting for an annual review delays corrective action and limits improvement opportunities.
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Why is it important to provide feedback in a one-on-one setting?
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How can a project manager deliver constructive feedback effectively during a one-on-one meeting?
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What are the risks of providing feedback in a group setting or via email?