Giving feedback can be a difficult process, but it’s important to assess an employee's progress so that they can continuously improve and grow. Feedback gives your colleagues and employees an understanding of how their performance is progressing, and sound advice about solving weak areas. Most employees don’t like receiving feedback, as they feel that it will not be beneficial, and won’t lead to anything progressive or constructive. When giving feedback, it’s important that it is as useful and valuable to the reviewee as possible.
Below are some examples of giving feedback in the workplace.
Developing the right mindset
To understand the benefits of a feedback culture, you and your employees need to overcome what is called a "fixed mindset". A fixed mindset assumes that our intelligence, creative ability and personality are all static, and we cannot change in any meaningful way. Instead, managers need to nurture what is known as a "growth mindset". Employees and managers who adopt this way of thinking thrive on challenges set out for them, and see failure as a springboard for growth.
There are a few ways in which managers can go about implementing a feedback culture:
1. BECOME A ROLE MODEL
Create an environment where your employees feel comfortable giving you feedback. Frequently ask your employees to give you feedback about your performance as a manager. This will help you with your managerial skills, and will encourage your employees to give open, honest feedback. Employees will see feedback from a different perspective, observing the direct results of their feedback. It's likely that employees will be hesitant giving you feedback, so here are couple ways to break down these barriers.
2. MAKE YOURSELF AVAILABLE.
When employees start receiving feedback from you, and other managers, be sure to set time aside in your calendar to follow up with them. Explain clearly and coherently what you meant by your feedback. Emphasize areas in which the employee is currently doing well, and constructively tackle areas in which the employee could improve.
Instead of saying things like: "What went wrong", "What is the problem", "What are you weak in" and "Why are you always making mistakes".
Say: "What's going well?", "Where are the opportunities", "What do you think your areas of development are" and "What has worked for you before"
Come across as appreciative, and employees will feel more comfortable with your leadership.
3. ENCOURAGE INTERPERSONAL COMMUNICATION.
By getting employees used to giving and receiving feedback, will improve their interpersonal communication skills and build a greater sense of team spirit. As a result, teams will work more collaboratively and employees will become effective at developing skills and competencies needed to fulfill their roles in the workplace.
4. COACH EMPLOYEES WITH FIXED MINDSETS.
Those employees that have difficulty moving over to a growth mindset will need to be coached to overcome the feeling of negativity. Engage with them regularly and discuss their development. Come up with plans to overcome their fears and doubts about improving. Here is another resource on how to hold effective one on ones.
Giving Positive feedback
Positive feedback lets your employees know that they're valued by the company, and serves as a catalyst to change. Positive reinforcement is essential to ensuring that your employees know that their work is impacting the company's success.
Positive feedback enables the reviewee to understand their role in the team and how they make a difference. When giving positive feedback it's important to be a specific as possible, pay close attention to body language and focus on one single message. Here are some examples of how to give effective positive feedback.
Here is some more information about the effects positive feedback has on managers and employees.
Giving Constructive Feedback
While you, as a manager, may feel uneasy about giving feedback that can be seen as negative or misconstrued, employees actually want this type of feedback. When giving this type of feedback, here are some important things to remember:
1. Start off on a positive note:
Lead the conversation by praising something the employee has done well, and give concrete examples. This will help them understand what you expect from them and make it clear that you want them to continue working this way. Avoid words like "but" or "however" as these tend to have the connotation of not being sincere.
2. Articulate yourself clearly and coherently
Its vital that your employees clearly understand their behaviour and what they need to do to correct it. Be specific about the circumstances in which the employee displayed incorrect behaviour and give examples of how they could improve.
3. Feedback should reflect a growth mindset
When you give feedback in a way that nurtures a fixed mindset, will not be conducive to the employee's professional growth. Avoid negative connotations, such as "what did you do badly" or "why are you always making mistakes". These negative questions evoke a sense of fear and resistance, and employees are not encouraged to grow.
Here is some more information about giving constructive feedback.
Feedback can be a powerful tool and can help improve professional skills, motivate employees, increase productivity and raise the profile of your company's work culture. It's vital that both managers and employees have the correct mindset when giving and receiving feedback. Nurture a work culture that embraces the growth mindset and discourage fixed mindsets. When giving feedback be as positive and constructive as possible, and avoid any negative feedback that is not beneficial to the growth of the employee.