What should be the focus when giving feedback to a subordinate?

When providing feedback to a subordinate, the focus should primarily be on their performance. This approach is most effective because it aims to address specific behaviors, actions, and results that directly impact their job and the overall objectives of the team or organization. By concentrating on performance, the feedback can be constructive, actionable, and relevant, allowing the individual to understand how their actions contribute to their success and the success of their team.

Discussing performance enables the feedback provider to highlight areas of strength and pinpoint opportunities for improvement without venturing into personal life or relationships, which may be less relevant and could complicate the feedback. The objective is to guide the subordinate towards better performance, enhancing their skills, productivity, and, ultimately, their career development within the organization.

While recognizing potential is also important in a developmental context, the immediate focus should be on performance to ensure the individual can effectively meet the expectations of their role.