How to Provide Constructive Feedback
Giving and getting honest constructive feedback is essential to grow and develop. And for managers it’s an integral part of building a successful organization.
So why is it that many of us put off giving Constructive Feedback to our employees? Often, it’s because we don’t know where to start. If that’s the case in your organization, here are four tips to help:
Nip issues in the bud and avoid messy interpersonal tangles that result from neglected communication. If you meet with employees regularly to give feedback, it conveys, “Your success is important to me, so I want to be accessible to you.”
Although it’s not easy to provide negative feedback, it’s important to be as clear as possible by giving specific examples that illustrate your point. Instead of saying, “Your attitude is bad,” say, “When you miss deadlines, then cross your arms and look away when I discuss it with you, it gives me the impression that you don’t care about the quality of your work. Can you help me understand this behavior better?”
Develop a progress plan
Be clear about the specific changes in behavior that you expect in a specific period of time, and follow up as scheduled.
Link employees’ performance to organizational goals
Reinforce the value of your employees’ contributions by giving specific examples of how their work and positive behaviors serve the organization and its customers.
Focus on description rather than judgement
Describing behavior is a way of reporting what has occurred, while judging behavior is an evaluation of what has occurred in terms of “right or wrong”, or “good or bad”. By avoiding evaluative language, you reduce the need for the individual to respond defensively.
At Personnel Plus, we understand and appreciate the value of constructive feedback. So we’d like to hear from you. Please contact us with your questions, comments, and suggestions.