Modern leadership is all about trust, collaboration, and close interactions. Today, leaders are not just controllers and supervisors but rather motivators, inspirators, and encouragers. They lead their teams to achievements and success by nurturing the collaborative spirit, fostering confidence, and maintaining engagement via strong communication.
Giving feedback at work is part and parcel of effective, smooth, and resultative leader-employee communication. While encouraging their workers to provide feedback, leaders should regularly deliver feedback to their employees to improve their performance and promote their professional growth.
In this article, we’ll walk you through the major concepts and principles behind efficient employee feedback to help you readily share constructive and helpful reactions and observations with your coworkers.
Employee feedback entails providing a reaction to employees regarding their performance, behavior, or professional skills. Whether criticism or positive encouragement, it’s a crucial aspect of relationships in the workplace and a powerful tool for inducing both professional and personal growth of people in the organization.
To showcase why sharing your opinion on an employee job is essential, here are a few valuable benefits it brings:
Depending on the work situation and context, there are several types of feedback leaders could give to their employees in the workplace:
Giving feedback at work is not just saying what you like or dislike about an employee’s job. A proper approach will bring all the above-mentioned benefits, so it’s worth looking into the key elements of constructive and effective feedback that will be more than a mere talk and generate the desired results:
While effective feedback aspects described above already give you an idea of how to share your reactions and opinions with employees, below, we’ll outline instructions on giving feedback at work that proves to be resultative in different situations and ensure that you’ll get the outcome you need.
Don’t jump into a discussion out of a sudden, take your time to think over what you want to talk about. Get prepared by drafting a quick plan, enlisting the key points you are going to touch upon during the conversation.
This way, you’ll be more specific, mention all the issues and aspects that matter, clarify everything for yourself and your listener, sound persuasive, and won’t miss any important points.
Working with people on a daily basis, most likely than not, you already know their individual reactions and behaviors. Thus, someone might feel ok when getting feedback in a group while others will feel more confident and comfortable when talking in private.
The best way would be to schedule a meeting and make such discussions more or less regular. Don’t wait for monthly or quarterly performance appraisals or reviews. Feel free to give feedback immediately after some situation or event since it will have the biggest impact.
Surely enough, communicating positive comments and praise is much easier. However, even if you have to criticize and give negative feedback, don’t try to spruce it up or fudge the discussion of negativities. Be sincere and constructive.
If you have to talk over some problems, serious knowledge gaps, poor performance results, or other “uncomfy” things, be realistic and straightforward, don’t talk in circles. At the same time, show your empathy and try to be encouraging to prevent the receiver’s stress and frustration.
Employee feedback is primarily aimed at promoting improvement and boosting productivity. However, mixing in criticism between positive comments rather creates confusion and negatively impacts your whole feedback overall than softens the blow for the receiver.
A much better strategy is to balance negative and positive feedback and represent all your opinions in a tactful and respectful yet clear and straightforward manner.
Constructive feedback should not be in the form of a monologue. Make it a two-way conversation and give your employee a chance to ask questions and articulate their own vision of the situation. Listen to them attentively and exchange opinions and thoughts.
This will help build trust-based relationships and promote a culture of open communication and continuous improvement.
Don’t treat feedback as a set-and-forget talk. Most likely than not, you’ll give some sort of advice, recommendation, and instruction that implies further actions and efforts to achieve improvement. Hence, make sure to hold a follow-up check to estimate the progress.
You’ll show your appreciation to employees proving that you care about their work, growth, and success.
When properly organized, provided on time, and delivered in the right way, employee feedback is a powerful management and motivation tool. It will help leaders put the team together and drive employees to success via consistent working practice improvement and a collaborative approach.