The formula for giving feedback is quite simple: a conversation without a lot of ado, with confirmation of what happened and a lot of empathy. But when the time comes, why does it become so difficult to give feedback correctly?
Whether you're a team leader or manager, it's normal for the people you work with to make mistakes at some point. When this happens, there are two options: let it go and consequently make the mistake happen again, or give them feedback.
The first option clearly seems easier, but as the growth of your team is above the fear of giving feedback, you'll know that the second option is more appropriate.
With this in mind, we've selected some examples and practical tips on how to give assertive feedback to employees. Read on and find out.
What is feedback?
Employee feedback can be considered any feedback exchanged formally or informally about an employee's skills, abilities or performance in the workplace.
In general, when supervisors provide quality feedback, both positive and negative, the result is a more productive and balanced working environment. This is because positive feedback makes the employee more motivated to continue doing the job, while negative feedback is important for changing habits and improving effectiveness towards the company's goals.
But remember: for continuous evolution, feedback needs to become a culture, not just a one-off action.
How important is a feedback culture?
Although it may seem simple, creating and implementing feedback in the workplace can bring a number of benefits:
- The attenuation of noise in communication between team members and the organization in general;
- Employees have the opportunity to look at their performance from another angle and can seek to improve it even further;
- A more pleasant working environment;
- More integrated and collaborative teams.
It's important to remember that the opposite can also be done, i.e. employees can and should also give feedback to their manager. In this way, the productivity of the whole team improves. But do you know how best to conduct this conversation?
4 tips for giving good feedback
Now that you've understood what feedback is and how important it is, it's time to find out how to carry out the procedure correctly, so that the person receiving it understands it in the best way, even if it's negative feedback.
1- Be positive
When evaluating someone, you need to pay attention to the way you speak. Even if the aim is to give negative feedback to indicate a change in behavior, it's important to use a light and balanced approach.
A good tip is to start every assessment in this way:
- Positive feedback: start by praising the employee's work and highlighting their strengths.
- Negative feedback: immediately afterwards, clarify the errors that need to be improved and, if possible, give the employee guidance on how to do this.
- Positive feedback: Finally, praise the person again, highlighting and thanking them for everything they have done and continue to do for the company.
2- Be specific
The three main categories of feedback, which are based on the objective of each profile, are:
- Positive reinforcement
- Constructive feedback
- Negative feedback
Behind each of these categories, the essential message to be conveyed is that of support for professional evolution and development.
That's why the best way to do this, while avoiding miscommunication, is to clearly state in which areas of the job the employee should dedicate more time and also include practical suggestions for improvements that they can apply with the advice of the feedback
3- Be firm, but not strict
When giving feedback, employees need to feel that their manager cares about them and their performance in the company. For this reason, the verbal language used reflects a lot on how the dialog will go
One way of assessing pressure is to use first-person phrases to convey a friendlier air and also to ask the employee for their perspective on the situation. These attitudes can be essential in making the professional feel more welcome and respected.
But remember to pay attention to where you give feedback. Showing recognition in front of the whole team is an appreciated gesture, but criticizing in public can hinder the employee's progress, as well as being bad for the individual's self-esteem.
4- Keep a regular schedule
Once managers have chosen the type of feedback that best fits their company's profile, they need to think about how often it should be given.
One tip is: instead of treating feedback conversations as something occasional, constantly monitor the employee's improvements and show appreciation when you notice progress throughout the process. This action shows that you care about the employee's performance and can help motivate them to deliver better results, as expected.
To follow up on this, agree with the team on the frequency of feedback, and don't forget to remind them a day before the scheduled date, so that all employees can make a small number of suggestions that the team can make to improve the company's development.
How can technology help you create a feedback culture in your company?
After all this information, you can already understand the importance of implementing a feedback culture in your company. However, in a world where managing people is increasingly becoming a strategic area in the life of companies, it's important to know the best way to support the affirmation and growth of these areas.
To help you with this task, how about enlisting the help of technology when it comes to giving feedback? With this in mind, in partnership with Falconiwe have developed the Actio Performance Managementperformance management software that will help with feedback and performance evaluations in your company.
Don't hesitate to ask our consultants for a quote.
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