Your colleague is not meeting quality standards in Product Marketing. What’s the best way to give feedback?

"I feel like you're underperforming," is a terrible way to begin a conversation about meeting quality standards. Thus, it's important to determine how, precisely, your colleague is underperforming and gather quantifiable data to prove this. If you can't find any evidence of underperformance, the conversation is unlikely to go well because you cannot pinpoint improvement areas.

To give constructive feedback to a colleague not meeting quality standards in Product Marketing, start by identifying the problem areas. Review their work for inconsistencies, inaccuracies, or lack of creativity. Analyze data on campaign performance, customer feedback, or sales metrics to pinpoint specific issues. Consider scheduling a one-on-one meeting to discuss observations in a supportive manner. Provide specific examples of areas needing improvement and offer actionable suggestions for enhancement. Encourage open dialogue, set achievable goals, and offer additional training or resources if necessary. Remember to emphasize the importance of meeting quality standards for overall team success.

Never give public feedback to a colleague about his work. Take it to a private setup, where you can openly discuss about it. It will respect you more for that.

Choose a calm moment when both you and your colleague are free. Ensure privacy for confidentiality and comfort. Avoid stressful times or when emotions are high. Consider their workload and receptiveness. Provide feedback regularly but not excessively. Show respect and empathy throughout the conversation. This fosters a positive exchange conducive to growth.

That in my mind is the most positive and constructive way of giving feedback which should hopefully lead to positive outcomes. It is a team effort and objective to be successful together hence collaborating on good and bad things is key for continuous improvement

Empathy works. Always. Don't forget that you might have been in this position too. And perhaps a good leader or colleague helped you come out of the hole. It's time to pay it forward. People make mistakes. It's how they learn from them makes all the difference. Shaming them or similar behavior will only make matters worse- there is absolutely no learning in that. That doesn't mean you cover up the mistake. Be direct, blunt even, but fair. Share how they could have used their knowledge & skills for a better outcome. Exhibit confidence in their abilities to do the job. Help them reflect, not scared. Cause if they are scared they won't take risk & initiative, which will eventually impact performance.

After giving the feedback, re-circle back to it after a few weeks and see the improvement or if he's / she's in need of any help that you can provide. Be kind and supportive!