Feedback is an integral part of the workplace, not just for the team members but the managers and high-level management as well, as feedback opens the door to improvement. Do not get overwhelmed when you hear of performance review, it is a best form of constructive feedback opted by managers across the globe. When delivered appropriately, the right feedback can reinforce positive behavior and correct any negative performances.
9 Tips to Provide Effective Feedback
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Put efforts to make feedback a positive experience:
A feedback session or performance review session should never be like a war or revenge time. If you are the manager, it is best to learn and follow on how that time be utilized in an effective manner and the person seeking feedback takes it positively.
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Timing is important:
If you provide feedback for an event that took place two months back, then it does not make any sense now. The person receiving the feedback may have forgotten the incident or even the reasons/circumstances under which it occurred. Hence, it is best to provide feedback instantly.
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Make it continuous:
Do not think of feedback session as a yearly event, instead make it more continuous and regular. This way both parties would be clear on expectations of each other and hence there are fewer chances of issues, conflicts or concerns.
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Be prepared:
Before going to the performance review meeting, make sure you have specific comments jotted down and you know what exactly you need to speak. Going to the meeting without your homework done, may not communicate the employee what exactly you want to say and hence the review meeting could be termed as unproductive.
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Criticize in Private:
Never make any remark or negative comment in public about any of your colleague or team member. It is human nature to make mistakes, but with mistakes a person also learns from it, so make sure you criticize them in private in a one to one discussion.
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Applaud in Public:
Applauding in public boosts the employee morale. He / she will be very happy and delighted to see their hard work is being noticed, hence for any appreciation, its best to make an announcement wherever possible.
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Use “I” Statements:
While providing feedback, do not make general statements, rather use I, as that’s what you have observed and are providing an opinion. Providing review based on what others think is not a good sign of constructive feedback.
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Limit Your Focus:
Make sure to be focused on what problem you are stating, during conversation, as it is easy to get diverted and many a times we forget what was the point of discussion. So stay focused.
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Provide Specific Suggestions:
If you feel there are ways in which the employee should improve, provide him / her with specific suggestions and ask them to implement them. Or if the employee has anything more specific, discuss and come to a conclusion on the improvement areas and plan of action to improve them.
Feedback is a two-way dialogue. One needs to know how to give feedback effectively and should also be able to receive it in a constructive manner. An individual’s choice to make the feedback as a continuous process of giving and receiving demonstrate that feedback is a powerful means of personal development. If executed properly, feedback need not be agonizing, demoralizing, or daunting. It may never be your favorite means of communication with employees, co-workers, or bosses, but it does have the potential to make your workplace a much more productive and harmonious place to be.
