To provide effective feedback to an employee with great skills but poor communication, you can follow these points: 1.Start with Positives: Acknowledge their strengths and technical skills to make them feel appreciated. 2.Be Specific: Point out exact instances where communication could be improved, rather than generalizing 3. Encourage Practice: Suggest opportunities where they can practice communication, like presentations or team meetings. 4.Offer Support: Let them know that you are there to help and provide resources, like mentorship or communication workshops.

To provide effective feedback, focus on being constructive and supportive. Highlight their strengths first, then address communication issues with specific examples. Offer actionable suggestions and provide resources or training for improvement. Encourage them to ask questions, and check in regularly to monitor progress. Keep the tone positive and solution-oriented.

When providing feedback to an employee with great skills but poor communication, be clear and constructive. Start by acknowledging their strengths, then explain how improving communication can enhance their impact. Offer specific examples, suggest actionable steps, and provide support, like training or mentoring. Encourage open dialogue to ensure they feel supported in their growth.

Start by recognizing their strengths and contributions to build rapport. Then, address the communication issue by explaining its impact on their effectiveness and the team. Be specific about where challenges arise, such as in collaboration or clarity. Offer constructive suggestions, like attending communication workshops or pairing with a mentor for guidance. Set clear, measurable goals to track improvement and offer support throughout the process. Encourage two-way communication, asking them to share their perspective and any difficulties they encounter.

1. Start with strengths: Acknowledge their skills first. 2. Be specific: Give clear examples of communication issues. 3. Offer solutions: Suggest training or mentorship. 4. Support growth: Regular check-ins to track progress.

I often try to speak in their native language at workplace, however if that's not possible, I recommend to appreciate their intention and with concrete examples highlight the fact that due to their poor communication style, the impact it creates over their intention is negative. Share ideas to help them, suggest them to reinforce their good intentions before they try to communicate deeply with anyone at work.

To provide feedback to an employee with excellent skills but poor communication, consider a modern, empathetic approach. Start by acknowledging their technical prowess and contributions, which sets a positive tone. Use real-time feedback tools and communication analytics to identify specific areas for improvement. Encourage participation in virtual communication workshops or AI-driven language enhancement platforms. Highlight the importance of effective communication in today's hybrid work environment, emphasizing how it can enhance their career growth and team synergy. This method not only addresses the issue but also aligns with contemporary trends in employee development and engagement.

Providing feedback to an employee who has great skills but struggles with communication requires a thoughtful approach. This is a testing ground too for you as a communicator. We should prepare for the conversation with examples to cite, situations where the communication was an issue. Prefer these meetings to be out of your usual work areas,suggest to use Sandwich method of feedback Start with positives of the employees, address the communication issue and end on an encouragement note. Be objective and non-judgmental. Look for a collaborate solution and set a clear expectation on the outcome. Have a follow up meeting frequently. This approach keeps the conversation constructive, encourages improvement, and preserves the employee's morale.

Acknowledge their valuable skills and contributions. Gently point out where communication can improve, offering clear examples. Suggest training or resources to help improve their communication. Stay positive. Check in regularly to encourage progress and provide guidance.

It's important to focus on holistic development or growth when managing the performance of an employee. So in addition to the person's core or functional skills and competencies, the manager also needs to assess how the employee communicates, collaborates with other people, handle pressure, handles feedback etc. As attention is paid to all these areas in addition to the functional competencies, challenges in a certain area will show up and the manager can give the employee feedback to improve.