Giving feedback is communicating with an employee or coworker an assessment of a scenario or a specific job task. Positive workplace critique sessions can benefit both employers and employees. Feedback is an important tool for growth and increased work performance.
Whether you lead a team or are in charge of a single project, you may drive your employees or coworkers by providing good feedback and constructive criticism. In this article, we’ll show you how to provide all of your staff useful feedback.
16 Ways To Improve Your Feedback Skills
1. Be specific
When giving feedback, utilize specific language that discusses both positive and negative aspects of work performance. If you give compliments, let the employee know what they did well. “The way you explained our customer service was straightforward and entertaining,” for example. I sensed the client was intrigued.” Discuss issues with specific examples and solutions. “After you turned in two late assignments last week, I’d like to talk to you about how to manage your day to get the most out of it.”
2. Create goals that match your feedback
Make precise goals to help both parties decide if expectations are being met when you discuss work performance. Give explicit instructions with actionable items for what you want to see in the future. Set a time to examine those goals at frequent intervals in the future, and decide on an acceptable schedule for completing those steps.
3. Give feedback one-on-one
Praise and criticism should be done one-on-one rather than in a group or social situation. While some employees may like receiving praise in front of their coworkers, others may feel humiliated, and those who are listening may become uncomfortable if the praise isn’t intended at them. Others may require additional time to process a criticism. Choose a moment when you can focus on the receiver and their requirements one-on-one.
4. Share both positive and negative feedback
It’s best to provide both positive and negative feedback since good feedback establishes trust by demonstrating that you appreciate and value a work well done. When you compliment an employee on their job, it can inspire them to do even better in the future.
Critique is also vital for improving work performance and assisting an individual in their development. An employee can discover their strengths and perceive growth areas as opportunities to gain more positive feedback in the future with a critique that includes praise.
5. Give feedback on a regular basis, not just at milestones
Feedback that is timely and useful is valuable to all parties concerned. When feedback is only given once a quarter or even during annual evaluations. Creating an open environment where dialogue is anticipated and encouraged on a frequent basis helps to dissipate tension.
You can discover and fix issues sooner when you provide regular feedback, which improves the overall work atmosphere. A continual discussion that helps set realistic expectations and goal-focused work is one of the most effective kinds of feedback in the workplace.
6. Make active listening a habit
Allow yourself to listen to the employee and change your conversation accordingly. Pay attention to the needs of the recipients while remaining focused on the purpose of your meeting. Plan action steps together wherever possible. Allow the recipient of the feedback to contribute their own thoughts and solutions.
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7. Concentrate on a particular behavior
It’s critical to employ language that focuses on specific performance characteristics while giving constructive comments. Leaving personality aspects out of the conversation fosters a more professional working relationship and provides a secure environment for constructive criticism that leads to positive transformation.
Instead of telling an employee that they have a habit of interrupting customers, you may say, “I’d like you to listen to the customer first so that we can communicate and better understand their needs.”
8. Stay emotions to a low
Regardless of your feelings about the coworker or employee, remain objective about a situation as you give a critique. Consider waiting 24 hours to ensure the conditions are still relevant, but not long enough for tempers to flare during the discussion.
9. Use performance data to back up your ideas
Data provides a better source of critique or praise because it focuses on information related to a behavior or an incident instead of feelings. Using data to guide a discussion can also help create actionable goals that can be clearly measured in the future. This can include work samples, specific performance data or client feedback.
10. Mentor by providing comments
Giving excellent feedback in the workplace demonstrates that you value an employee’s accomplishments and want to see them succeed. Be a mentor who encourages them with both positive and negative comments, regardless of their job status within the firm. Managers and team leaders can take advantage of feedback sessions to assign new responsibilities to employees.
11. Make inquiries
Allow the recipient to talk as much as possible while discussing performance. When you ask questions, an employee or coworker feels as if they have a say in their feedback. Make objective statements that invite discussion or ask open-ended questions to elicit a response from the recipient.
“According to your timesheet, you’ve clocked in late five times this month,” as an example of an objective statement.
“How would you approach our new client regarding a contract renewal?” is an example of an open-ended question.
12. Provide group feedback when appropriate
When a critique concerns a group, you have the option of providing input to the entire group at once. Provide comments on how the team’s efforts are affecting the work. Allow the team to take ownership of the session by forming a task force or special project group to brainstorm solutions and action steps thereafter.
After conducting a group feedback session, meet with team members individually to clarify specific performance based on an individual’s involvement in the project or process.
13. Schedule a follow-up meeting
It’s critical to reassess goals on a regular basis after taking precise practical activities. Create aside time to discuss progress and set new goals as needed, even when things get busy. This emphasizes the importance of feedback in the workplace since both parties are more invested in the outcome of a feedback session when follow-through is expected and anticipated.
14. In your response, choose empathy
Consider a problem from the employee’s point of view, and let empathy guide your communication with them. Instead of giving a lecture, try approaching feedback in the workplace as a discussion. Discuss similar objectives and use language to bolster this concept.
Allow an employee to explain their interaction with the customer and how they handled the problem, for example, if they made a mistake that harmed customer relations.
Pay attention to why they made the mistake. Then, ask them to come up with alternatives to help you repair your relationship with that consumer.
15. Consistency is essential
Give positive feedback to all employees who report to you in the same way. Establish fairness by being consistent in your praise and criticism of employee performance. Each feedback session should be documented so that if questions occur, you can refer to a well-balanced system of conversation for each employee.
16. Meet in person when possible
You can more successfully communicate utilizing the tone of your voice and eye contact when you offer feedback face-to-face, whether in an office or via video conference. Instead of reading your words in an email or chat, this can assist the listener understand and feel more at ease. Consider meeting for coffee or a meal to address feedback in person if an informal atmosphere is appropriate.
Five reasons why feedback may be the most important skill
- Feedback is there all the time
When you ask people when they get feedback in the workplace, they frequently mention things like annual appraisals or disciplinary conversations after some sort of transgression. In fact, feedback is around us all the time.
Every time we speak or listen to another person, we send feedback – how much we trust, how much we respect, how much we love, like, or even detest the person in front of us – by our tone of voice, the words we use, and the silences which we allow.
We cannot not give feedback.We’re a risky communicator if we think we’re not doing it since it suggests we’re probably not managing communication well.
- Feedback is just another word for effective listening
When one person communicates to another, he or she wants to feel two things: understood and valued. If one or both of these elements are missing, a speaker can rapidly become perplexed or even furious. In one sense, giving effective feedback entails just delivering both components; for example, demonstrating understanding – ‘I see.’ or ‘OK.’ ‘That’s significant because…’ or ‘That’s extremely interesting because…’ – and showing gratitude – ‘I have the same problem.’
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- Feedback is an opportunity to motivate
Positive feedback is another word for praise, and it’s all about taking the time to express gratitude for a job well done in the hopes of motivating someone to perform even greater work in the future. Too few leaders, supervisors, and coworkers take the time to praise others for a job well done, missing out on an opportunity to increase good feelings and dedication among those who are already working well.
- Feedback is essential to develop performance
For many people, feedback is viewed as a kind of criticism or attack. Perhaps this is why it is rarely practiced with excitement, and even less so expected. However, feedback is not a form of criticism; rather, it is a supporting gesture meant to address underperformance in a constructive manner and to raise performance to new heights. The wording we employ is crucial here; rather than saying, ‘You didn’t do…,’ we should say, ‘If you had done xxx, it would have…,’ or ‘The client wasn’t very happy.’ ‘Do you think there was anything else you could have done?’
- Feedback is a way to keep learning
Working worldwide, which frequently requires dealing with a high degree of cultural variety, business complexity, and virtual teams, means we’re certain to make mistakes. We will assume things incorrectly. We will communicate in ways which are confusing and possibly impolite for others. The only way to make sure we don’t continue making the same mistakes is to get feedback.
Invest time in asking and learning about how others feel about working with you – ‘What do you like and what don’t you like about the way I work?’ You may find it difficult to listen to others’ often erroneous assessments of your actions. But it is what it is; an opinion and not a fact. And if people are thinking it, you may not need to accept it, but you need to manage the perception by explaining more about what you do and why you do it the way you do.
Collection & Edit by Marketing Dept from Team Happy Leader Community – Shasu Group
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