Feedback is crucial in every workplace, and everybody knows it. Without it, the management wouldn’t know where it is going wrong, and an employee would keep making the same mistakes time and again. Feedback is how things change for better.
Though giving feedback may sound too easy or simple, it’s an art which not many master and end up in trouble. Here are a few tips that will help you give your feedback in a painless and immediate manner and also get the outcome you desire.
#1. Be Specific
If you are a manager giving feedback to your employee, make sure it is work-centered, clear and to the point. Vague statements like “you need to improve” or “I am not impressed by your work” will create confusion in the mind of the employee. Instead, point out mistakes and offer some valuable insight which would help the employee perform better.
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#2. Don’t Wait
Timely feedback is the key to improvement. Problems, if not corrected soon, can multiply and create a domino effect by the time the quarterly or half-yearly review happens. Another problem with the pre-determined review is that by the time the scheduled review comes around, a majority of the issues are forgotten.
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#3. Do It In Private
A third person doesn’t need to know about the flaws in one’s work. A public feedback can be demotivating for the person receiving it. Wait for an opportunity to give one-on-one feedback, so the individual does not feel insulted or humiliated in public, and can also give his views back.
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#4. Don’t Make It Personal
Feedback to an employee, or for that matter anybody, should never be personal. If somebody has failed to perform well, let them know where they lacked, but never bring your's or their personal life into the conversation. Also, keep in mind that while criticizing someone on their behavior is okay, you should never focus or bring in their personality traits.
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#5. Focus on Individuals
The problem with team feedback is that members who have performed well fail to receive any praise or appreciation for their efforts and those who need to improve their performance do not get a true opinion of their work.
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#6. Appreciate Response
Feedback is not a one-way dialogue where one person criticizes another, and the dialogue ends. The person receiving the feedback must be given the opportunity to voice his thoughts and explain his side of the story.
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#7. End on a Positive Note
The purpose of feedback is not to bestow blame or criticism upon someone, but to spark improvement. Let them know that you have trust in their abilities and making some improvements will help them go a long way with their career in the organization.
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So, just keep the above-mentioned points in mind every time you decide to give a feedback to your employer or employee. Let us know if you wish to add some more points to this using the comments section below.
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