Giving effective feedback to your employees can be difficult. But the best leaders are those who can offer both praise and constructive criticism to their employees.
Feedback is essential for the growth of productivity in companies and the personal and professional development of their employees, allowing them to improve and detect failures and strengths. However, in some cases, the leaders do not give enough feedback, and when transmitting the message they do it incorrectly, focusing only on the negative issues.
A feedback process allows strengthening the relationships of leaders with their teams since it implies an interaction based on a fluid and respectful communication that seeks to reach agreements to positively influence the development and continuous improvement of both the company and your employees.
How important is communication within your company? When they provide feedback to an employee, do they notice a change in their work? Do your workers have problems understanding the tasks?
After observing the importance of the feedback and the improvements it provides both to the company and its employees, we offer you 7 tips on how to give feedback in a correct way that motivates employees to improve.
How to give effective feedback?
1. Adopt a professional tone
There will be times when you experience a strong emotional response to an employee error. It is completely understandable to feel anger and discomfort if some of the employees or managers did not meet the objectives given due to the poor execution of the tasks or even harm the coexistence of the company. Beware of temperament, wait until you are calm enough to give more appropriate comments. You cannot expect employees to be open to criticism when they are put on the defensive by blaming or embarrassing. And be sure to criticize privately, and never point your finger in public.
2. Focus on the problem, not the person.
It is one of the most important points. Feedback cannot be a personal attack to highlight errors and demotivate them. It is about addressing with the employee the behaviors that affect work performance since it is not about what the person is, but what the person does. Also, it is advisable to accompany real and argued cases.
3. Mention the positive first.
It is important to highlight both the positive and positive aspects of the employee at the beginning and the end of the feedback. Since we ignore what he does well and only focus on the aspects to improve, thus causing the employee to focus only on what should improve and set aside strengths that he had already nominated, but not consolidated. What you want is for the employee to improve on what he does not master, while maintaining his current strengths. In this way, you should plan very well the order of what you want to communicate. The most advisable thing is to start by highlighting the successes, the good decisions you have made, the appropriate ideas you have had and congratulating you on your effort and dedication. After this positive review that will make you remain committed and involved in the company, you must review with the employee the weaknesses you are having to transform them into an opportunity for improvement for the employee and the company.
4. Prioritize transparency and constant communication
Having specific goals and clear expectations makes your employees succeed. It is of great importance to consult with employees frequently to ensure that everyone knows their position regarding the objectives of the company. Transparency and communication are also important at the team level, as it helps maintain open communication throughout the entire team, creating and maintaining a collaborative culture.
Giving feedback and managing people is an ongoing task. Training employees to solve problems and improve them creates a culture of growth and innovation within the company.
5. Be specific and do not generalize
The more detail you can provide, the more sense the message will make. It is advisable to refer to specific behaviors instead of assumptions and inaccuracies. Generalizations often lead to personal interpretations and misunderstandings, which should be avoided as much as possible. It is recommended to use verbs and avoid adjectives so that the feedback sounds as constructive as possible.
6. Listen to what the other person has to say
Be attentive and understanding. Begin by asking employees about their functions, ask them to describe what they think they are doing well and what aspects they can improve to achieve better job performance. Make the employee clear at all times that he intends to be his ally in the search for alternatives that increase his potential. Therefore, you should not inflexibly impose a series of tasks that the employee may not agree with. Remember your expectations
7. Find the right place and time
To maintain a good conversation it is essential to find a quiet and quiet space where the person receiving the feedback is concentrated. This way the other person will be more receptive and the negative reviews will be taken better. Besides, another factor that must be taken into account is that if you comment on the feedback in the office, in front of everyone, the employee will think of it as an attack and will be ashamed, reacting in a wrong and combative way.
Avoid giving feedback to someone in a difficult time, either because of a family problem or if you are facing an important delivery date. Postpone as many times as necessary until the environment is appropriate.
These are some of the tips that will help you when giving feedback to your employees. Never set aside feedback, as this will help you motivate your employees and improve your company's internal communication.
If you need more information about the good use of feedback, do not hesitate to contact us.