{"id":48199,"date":"2025-11-12T11:52:36","date_gmt":"2025-11-12T11:52:36","guid":{"rendered":"https:\/\/mondaysimon.com\/?p=48199"},"modified":"2026-01-31T09:36:54","modified_gmt":"2026-01-31T09:36:54","slug":"fiac-feedback","status":"publish","type":"post","link":"https:\/\/mondaysimon.com\/fr\/fiac-feedback\/","title":{"rendered":"How the FIAC Feedback Model Fixes Employee Performance"},"content":{"rendered":"\n<div class=\"gb-element-86b1f60c\">\n<h3 class=\"gb-text-1236499f\"><span class=\"gb-shape\"><svg aria-hidden=\"true\" role=\"img\" height=\"1em\" width=\"1em\" viewBox=\"0 0 576 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path fill=\"currentColor\" d=\"M259.3 17.8L194 150.2 47.9 171.5c-26.2 3.8-36.7 36.1-17.7 54.6l105.7 103-25 145.5c-4.5 26.3 23.2 46 46.4 33.7L288 439.6l130.7 68.7c23.2 12.2 50.9-7.4 46.4-33.7l-25-145.5 105.7-103c19-18.5 8.5-50.8-17.7-54.6L382 150.2 316.7 17.8c-11.7-23.6-45.6-23.9-57.4 0z\"><\/path><\/svg><\/span><span class=\"gb-text\">Key takeaways <\/span><\/h3>\n\n\n\n<ul class=\"wp-block-list monday-list\">\n<li><strong>Ground the Conversation in Observable Facts<\/strong>: Open the discussion by describing what you saw, heard, or measured. By sticking to a specific \u00ab\u00a0Fact\u00a0\u00bb (like a missed deadline or a specific comment) and its business \u00ab\u00a0Impact,\u00a0\u00bb you strip away personal bias and prevent the employee from getting defensive about their personality.<\/li>\n\n\n\n<li><strong>Diagnose Before You Prescribe<\/strong>: Use the \u00ab\u00a0Alternatives\u00a0\u00bb step to probe for the root cause. Ask what blocked the performance to determine if you\u2019re facing a systemic issue (broken tools or lack of training) or a motivational one. This ensures you aren&rsquo;t wasting time coaching a problem that actually needs a process fix.<\/li>\n\n\n\n<li><strong>Force a Measurable \u00ab\u00a0Course-Correction\u00a0\u00bb<\/strong>: Never leave the room with a vague promise to \u00ab\u00a0try harder.\u00a0\u00bb End every session with a specific, documented commitment like a new deadline or a change in workflow. This turns an uncomfortable conversation into a clear action plan that you can track in your next one-on-one.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<div class=\"wp-block-rank-math-toc-block\" id=\"rank-math-toc\"><h2>Table of Contents<\/h2><nav><ul><li><a href=\"#when-to-use-fiac-feedback\">When to Use FIAC Feedback<\/a><\/li><li><a href=\"#the-unfiltered-power-of-fiac-feedback\">The Unfiltered Power of FIAC Feedback<\/a><\/li><li><a href=\"#why-fiac-feedback-is-your-secret-weapon\">Why FIAC Feedback is Your Secret Weapon<\/a><\/li><\/ul><\/nav><\/div>\n\n\n\n<p>The FIAC feedback model is part of the Monday Simon <a href=\"https:\/\/mondaysimon.com\/manager-development-program\/\" data-type=\"page\" data-id=\"48803\">Manager Development Program<\/a>:<br><a href=\"https:\/\/mondaysimon.com\/manager-development-program\/feedback-coaching\/\">\ud83d\udc49 <\/a><strong><a href=\"https:\/\/mondaysimon.com\/manager-development-program\/feedback-coaching\/\" data-type=\"page\" data-id=\"47280\"><\/a><\/strong>Module 4: <a href=\"https:\/\/mondaysimon.com\/manager-development-program\/feedback-coaching\/\">Coaching and Feedback for managers<\/a><\/p>\n\n\n\n<p>Giving tough feedback is not everyone\u2019s cup of tea, I know that. As a manager, you need a system that gets your people to change their behavior fast without spending months in coaching sessions. The biggest mistake managers make is being vague or, worse, avoiding conflict altogether. That\u2019s when the FIAC Feedback model is the most useful.<\/p>\n\n\n\n<p>FIAC Feedback is a direct, four-step structure that is focused on \u201cproblem to resolution\u201d. It stands for Fact, Impact, Alternatives, and Conclusion. It&rsquo;s a blueprint for moving from an uncomfortable observation to a clear, agreed-upon action plan in minutes, not hours. The FIAC Feedback Model is one of the core <a href=\"https:\/\/simoncarvi.substack.com\/p\/how-to-prepare-your-managers-to-manage-c3d\" target=\"_blank\" rel=\"noopener\">Management 101 practices<\/a> that every manager should master to give structured and effective feedback.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"683\" height=\"1024\" src=\"http:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/feedback-process-683x1024.jpg\" alt=\"Feedback process infographic for new managers showing a continuous cycle of Fact, Impact, Alternatives, and Conclusion, with feedback delivered through one-on-ones, quarterly check-ins, and performance reviews.\" class=\"wp-image-48037\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/feedback-process-683x1024.jpg 683w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/feedback-process-200x300.jpg 200w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/10\/feedback-process.jpg 700w\" sizes=\"auto, (max-width: 683px) 100vw, 683px\" \/><figcaption class=\"wp-element-caption\"><br><br>This feedback process is a structured two-way conversation supported by regular one-on-ones and quarterly check-ins as part of your <a href=\"https:\/\/mondaysimon.com\/performance-management\/\" data-type=\"post\" data-id=\"48247\">performance management<\/a> duties. <\/figcaption><\/figure>\n\n\n\n<p>It moves the conversation away from the employee&rsquo;s personality and squarely onto the observable, documented action and its effect on the business.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"when-to-use-fiac-feedback\"><strong>When to Use FIAC Feedback<\/strong><\/h2>\n\n\n\n<p>Use FIAC Feedback to address specific, repeatable behaviors that are actively helping or hurting your team\u2019s results. But overall, it is most useful to address tough feedback, for example:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Handling Missed Deadlines: When an employee consistently submits reports late, it causes upstream delays.<\/li>\n\n\n\n<li>Addressing Interpersonal Conflict: When specific actions are creating team friction, like constantly interrupting colleagues in meetings.<\/li>\n<\/ul>\n\n\n\n<p>The best way to use FIAC is during <a href=\"https:\/\/mondaysimon.com\/fr\/one-on-one\/\" data-type=\"post\" data-id=\"48136\">one on one meeting<\/a>, not publicly in front of colleagues. It is especially handy if you are dealing with a <a href=\"https:\/\/mondaysimon.com\/fr\/poor-performer\/\" data-type=\"post\" data-id=\"48168\">poor performer<\/a> or as a preliminary step to craft a <a href=\"https:\/\/mondaysimon.com\/fr\/performance-improvement-plan\/\" data-type=\"post\" data-id=\"48173\">Performance Improvement Plan (PIP)<\/a>. Alternatively, this feedback structure can be used every time you are reviewing <a href=\"https:\/\/mondaysimon.com\/fr\/kpis-and-okrs\/\" data-type=\"post\" data-id=\"48183\">KPIs and OKRs<\/a> with your subordinate.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"the-unfiltered-power-of-fiac-feedback\"><strong>The Unfiltered Power of FIAC Feedback<\/strong><\/h2>\n\n\n\n<p>FIAC Feedback is fast and brutal (in the best way) because it demands clear answers and clear next steps.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>F &#8211; Fact (The Observable): Start with the undeniable reality. What did you see, hear, or measure? <em>\u00ab\u00a0I saw that the Q3 sales projections report was delivered 48 hours past the deadline.\u00a0\u00bb<\/em> Or: <em>\u00ab\u00a0I heard you interrupt Maria three times during the client review meeting.\u00a0\u00bb<\/em> This step documents a fact.<\/li>\n\n\n\n<li>I &#8211; Impact: This is the punch. The employee must immediately understand the consequences of their actions on the team, the client, or the bottom line. <em>\u00ab\u00a0Because the report was late, we missed the quarterly budget review meeting, and our proposal for additional headcount was tabled until next month.\u00a0\u00bb<\/em> This links the behavior directly to pain. Without this step, they see it as a minor administrative slip, not a business failure.<\/li>\n\n\n\n<li>A &#8211; Alternatives (The Probe): <em>\u00ab\u00a0What was the barrier that prevented you from meeting that deadline? How can we solve this?\u00a0\u00bb<\/em> You\u2019re probing for a systemic issue (e.g., lack of training, tool limitations) versus a motivational one. Keep this part short and focused.<\/li>\n\n\n\n<li>C &#8211; Course-Correction (The Commitment): You must walk away with a specific, agreed-upon action that addresses the root cause <em>and<\/em> prevents recurrence. <em>\u00ab\u00a0So, to prevent this next time, you will set a calendar alert for one week prior, block off three hours for final review, and send me a draft 72 hours before the final deadline. Agreed?\u00a0\u00bb<\/em> The commitment must be specific and measurable.&nbsp;<\/li>\n<\/ul>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"why-fiac-feedback-is-your-secret-weapon\"><strong>Why FIAC Feedback is Your Secret Weapon<\/strong><\/h2>\n\n\n\n<p>Start thinking about feedback as a core business process for risk mitigation and performance acceleration. The main benefits I see are as follows:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>It creates accountability: Because the conversation is fact-based and tied to results, the employee can&rsquo;t get defensive. They focus on the action and the fix. Saying \u201cOur performance is X, and we need to work towards \u201cY\u201d is different than saying \u201cLet\u2019s improve performance\u201d. Validating facts before moving to resolution mode helps create accountability.&nbsp;<\/li>\n\n\n\n<li>Eliminates Bias: When focusing only on the Fact and the <strong>I<\/strong>mpact, it removes personal opinion. This creates a fair, objective management environment, which builds trust. Your employee does not feel attacked personally, the performance is questioned factually instead of emotionally.&nbsp;<\/li>\n\n\n\n<li>Directly Impacts Business Metrics: By securing a specific Course-Correction, you are guaranteed to see the behavior and, therefore, the business result, move in the right direction. It&rsquo;s an investment with a quick return.<\/li>\n<\/ul>\n\n\n\n<p>Stop wasting vague discussions that achieve nothing but frustration. Start using FIAC Feedback on your most pressing coaching opportunity. You can grab more free resources on my <a href=\"https:\/\/mondaysimon.com\/manager-tools\/\">Manager Tools<\/a> page to help you prepare to give performance feedback.<\/p>\n\n\n\n<a class=\"gb-element-f9cd74ce\" href=\"https:\/\/mondaysimon.com\/manager-development\/resources\/feedback-and-coaching\/\">\n<h6 class=\"gb-text-8a6aa7b2\"><span class=\"gb-shape\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" fill=\"none\" viewBox=\"0 0 15 15\" height=\"15\" width=\"15\"><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 3 0)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 3 6)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 3 12)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 9 0)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 9 6)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 9 12)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 15 0)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 15 6)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 15 12)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><\/svg><\/span><span class=\"gb-text\"><strong>MORE MANAGER DEVELOPMENT RESOURCES<\/strong><\/span><\/h6>\n\n\n\n<p class=\"has-accent-3-color has-text-color has-link-color wp-elements-a61bf80e9f8e5691f5519cd15611da4e\" style=\"font-size:18px\">This article is part of our feedback and coaching resources.<\/p>\n<\/a>\n\n\n\n<div style=\"height:100px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"gbp-section gb-element-6f94d2a3\">\n<div class=\"gbp-section__inner gb-element-411aba00\">\n<div class=\"gb-element-c49e672e\">\n<h2 class=\"gb-text\">Stay sharp for Monday<\/h2>\n\n\n\n<p class=\"gb-text gbp-section__text--lg\">Practical resources to help managers lead smarter, faster, and with confidence.<\/p>\n<\/div>\n\n\n\n<div><div class=\"gb-looper-f0393b22\">\n<div class=\"gb-loop-item post-48247 post type-post status-publish format-standard has-post-thumbnail hentry category-manager-resources\">\n<div class=\"gbp--box-shadow gb-element-e69fd716\">\n<img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"512\" alt=\"Manager discussing performance management results using a visual dashboard and performance indicators\" data-media-id=\"48283\" class=\"gbp--border-radius gb-media-97e1a150\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-04_38_43-PM-768x512.jpg\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-04_38_43-PM-768x512.jpg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-04_38_43-PM-300x200.jpg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-04_38_43-PM.jpg 1000w\" sizes=\"auto, (max-width: 768px) 100vw, 768px\" \/>\n\n\n\n<div class=\"gbp--border-radius gb-element-080af5f6\">\n<h3 class=\"gb-text gb-text-511a3e74\">What Is Performance Management? A Practical Guide for Managers<\/h3>\n\n\n\n<a class=\"gbp-button--tertiary\" href=\"https:\/\/mondaysimon.com\/fr\/performance-management\/\"><span class=\"gb-text\">View Article<\/span><span class=\"gb-shape\"><svg viewBox=\"0 0 256 256\" height=\"32\" width=\"32\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M224.49,136.49l-72,72a12,12,0,0,1-17-17L187,140H40a12,12,0,0,1,0-24H187L135.51,64.48a12,12,0,0,1,17-17l72,72A12,12,0,0,1,224.49,136.49Z\"><\/path><\/svg><\/span><\/a>\n<\/div>\n<\/div>\n<\/div>\n\n<div class=\"gb-loop-item post-48183 post type-post status-publish format-standard has-post-thumbnail hentry category-manager-resources\">\n<div class=\"gbp--box-shadow gb-element-e69fd716\">\n<img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"512\" alt=\"Illustration showing a manager explaining KPIs and OKRs with targets for productivity, sales, and engagement to align team goals with company objectives.\" data-media-id=\"48220\" class=\"gbp--border-radius gb-media-97e1a150\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-03_48_47-PM-768x512.jpg\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-03_48_47-PM-768x512.jpg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-03_48_47-PM-300x200.jpg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-03_48_47-PM.jpg 1000w\" sizes=\"auto, (max-width: 768px) 100vw, 768px\" \/>\n\n\n\n<div class=\"gbp--border-radius gb-element-080af5f6\">\n<h3 class=\"gb-text gb-text-511a3e74\">How to Master KPIs and OKRs for Team Management<\/h3>\n\n\n\n<a class=\"gbp-button--tertiary\" href=\"https:\/\/mondaysimon.com\/fr\/kpis-and-okrs\/\"><span class=\"gb-text\">View Article<\/span><span class=\"gb-shape\"><svg viewBox=\"0 0 256 256\" height=\"32\" width=\"32\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M224.49,136.49l-72,72a12,12,0,0,1-17-17L187,140H40a12,12,0,0,1,0-24H187L135.51,64.48a12,12,0,0,1,17-17l72,72A12,12,0,0,1,224.49,136.49Z\"><\/path><\/svg><\/span><\/a>\n<\/div>\n<\/div>\n<\/div>\n\n<div class=\"gb-loop-item post-48136 post type-post status-publish format-standard has-post-thumbnail hentry category-manager-resources\">\n<div class=\"gbp--box-shadow gb-element-e69fd716\">\n<img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"512\" alt=\"Manager and employee having a one-on-one meeting to discuss goals and unblock issues \u2013 Monday Simon\" data-media-id=\"48139\" class=\"gbp--border-radius gb-media-97e1a150\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-9-2025-02_44_37-PM-768x512.jpg\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-9-2025-02_44_37-PM-768x512.jpg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-9-2025-02_44_37-PM-300x200.jpg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-9-2025-02_44_37-PM.jpg 1000w\" sizes=\"auto, (max-width: 768px) 100vw, 768px\" \/>\n\n\n\n<div class=\"gbp--border-radius gb-element-080af5f6\">\n<h3 class=\"gb-text gb-text-511a3e74\">How to Run Powerful One on One Meetings For Managers<\/h3>\n\n\n\n<a class=\"gbp-button--tertiary\" href=\"https:\/\/mondaysimon.com\/fr\/one-on-one\/\"><span class=\"gb-text\">View Article<\/span><span class=\"gb-shape\"><svg viewBox=\"0 0 256 256\" height=\"32\" width=\"32\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M224.49,136.49l-72,72a12,12,0,0,1-17-17L187,140H40a12,12,0,0,1,0-24H187L135.51,64.48a12,12,0,0,1,17-17l72,72A12,12,0,0,1,224.49,136.49Z\"><\/path><\/svg><\/span><\/a>\n<\/div>\n<\/div>\n<\/div>\n<\/div><\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Key takeaways The FIAC feedback model is part of the Monday Simon Manager Development Program:\ud83d\udc49 Module 4: Coaching and Feedback for managers Giving tough feedback is not everyone\u2019s cup of tea, I know that. As a manager, you need a system that gets your people to change their behavior fast without spending months in coaching &#8230; <a title=\"How the FIAC Feedback Model Fixes Employee Performance\" class=\"read-more\" href=\"https:\/\/mondaysimon.com\/fr\/fiac-feedback\/\" aria-label=\"En savoir plus sur How the FIAC Feedback Model Fixes Employee Performance\">Lire plus<\/a><\/p>\n","protected":false},"author":1,"featured_media":48215,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[22],"tags":[],"class_list":["post-48199","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-manager-resources"],"_links":{"self":[{"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/posts\/48199","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/comments?post=48199"}],"version-history":[{"count":25,"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/posts\/48199\/revisions"}],"predecessor-version":[{"id":50602,"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/posts\/48199\/revisions\/50602"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/media\/48215"}],"wp:attachment":[{"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/media?parent=48199"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/categories?post=48199"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/tags?post=48199"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}