BEEF is a framework for having "these" difficult conversations with your teams and reports. Avoid sandwiching a negative message between two good ones. Your conversation partners will typically not hear it. Instead, follow the BEEF conversation structure to stay on topic. # Behavior Be clear what it is about their behavior, what they're doing or not, that is *causing* the problem. Make sure the effect (below) is obviously caused by the behavior described in this step. # Example Provide two or three very clear examples that demonstrate *exactly* **when** and **how** the problem occurred. # Effect This is the secret sauce: Describe the effect that their behavior is having on results and outcomes or on other people on the team, the organization, or with our customer base. The effect should be an objectively measurable impact, something you cannot argue with. It should make it clear why the behavior is a problem. An example: Perhaps somebody hasn't produced a report on time. What was the effect that it had? Well, you sat in a management meeting with the VP of Operations and when they asked you about updates, you didn't have relevant information that your team member was supposed to have provided in the report. # Future Agree on what changes you can make going forward to remedy the negative effect. **What** are you going to be doing differently to solve the problem, and agree by **when** the change will manifest, possibly with another check-in then. Don't end your conversation without having ensured full [[Accountability]]. If dire, explain the consequences of no change. And be prepared to execute those consequences, if necessary. Ref: https://www.bluegemlearning.com/post/use-the-b-e-e-f-model-to-correct-employee-behaviour Source: https://policepromotion.blog/2022/09/13/beef-up-your-feedback/