Feedback can create collaboration, a culture of connection and
sustainable change.
Providing feedback is an essential element to progress and improvement
for your business. It is important that your employees are aware of what they
did well and what they can improve on if you want to produce work that is more
refined, efficient and cost effective.
Did you know that a third of managers admitted to being uncomfortable
about giving direct feedback to an employee if they believed the person would
respond in a negative way? The same survey also identified one in five managers
reporting that they had difficulty giving praise for a job well done and
another 16% were likely to credit themselves, rather than others, for
innovative ideas that came to fruition in the workplace.
Instead of relaying feedback via email or avoiding discussions regarding
past and future work performance aim to communicate feedback to your employees
because most people will value constructive criticism- even if it stings a
little at the time!! A great example demonstrating the benefit of providing
feedback is from a recent survey which found that of more than 1000 full time
employees surveyed, 81% would rather join a company that values ‘open
communication’ than one that offers free perks such as gym memberships, free
food or top health plans.
To be more effective at communicating the tough stuff or showing some
appreciation, the following tips may be helpful!
1. CHOOSE YOUR WORDS WISELY
There is always a nicer way of framing something negative. Instead of
focusing the whole discussion on the consequences of an employee’s mistakes,
try to include specific examples of desired behaviour to illustrate the issues.
2. LISTEN
You may learn something! Or gain a different perspective of an issue
from the employee. Listening conveys respect and gives space for managers and
employees to understand the situation together.
3.
DON’T MAKE IT PERSONAL
It is easy to take things personally in a direct feedback conversation
so make feedback sessions with employees as constructive as possible. Try to
focus on how behaviour or decisions made by the employee involved affected the
business, rather than you personally.
4.
fOLLOW UP
Follow up on the employee after a feedback conversation to ensure they
feel motivated to take on any suggestions and to ensure that any feelings of
hurt or resentment are addressed in a timely manner.
5.
INSPIRE GREATNESS
Make sure employees understand that you have aspirations for who they
can become and that you believe they are capable of accepting feedback and
bettering themselves in the process.
