If receiving feedback is already a difficult task for the employee, imagine being the person responsible for conducting this whole process?
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.
Although this subject is treated more lightly these days in the organizational culture of companies, when we talk about giving feedback we know that this moment still provokes a certain amount of fear and nervousness, both in those who receive it and those who are assigned to give it.
Even so, we can point out some essential steps to help you be more confident when it comes to giving feedback on the work carried out.
That's why I've put together three important tips for more productive feedback that you should consider when preparing your next conversation. Check them out below!
1. Communicate non-violently
The first step to developing more productive feedback is to use non-violent communication (NVC), i.e. talking to the employee with empathy and without judgment.
The aim of this model is to find ways for everyone to talk about the need for improvement, but without blaming the other person. CNV is very beneficial and is used to resolve conflicts within an organization.
But remember: feedback should not be given in the presence of other teammates, in meetings, or in any other environment that could make the person involved feel uncomfortable.
2. Give specific feedback
It's very important that, when giving feedback, the other employee is able to clearly understand what the feedback is about. After all, when there is a breakdown in communication, it can lead to misinterpretations or give rise to the employee feeling frustrated within the organization, and we don't want that.
When someone's work is praised or praised in a generic way, it's difficult to identify the positive and negative points of the service provided. That's why it's important to be as specific as possible.
For example, Lais is very satisfied with Tomas' performance at work and wanted to give him productive feedback. Which option would be more significant for Tom's development?
- Tomás, congratulations on your work. Keep it up!
- Tomás, your performance in achieving the pre-defined goals was very good and generated above-average results, keep it up!
If you've chosen option number 2, you're on the right track.
3- Make productive feedback a constant practice
Evaluations and conversations within your company should be regular, so that employees begin to better understand how more productive feedback works. But don't forget: in all feedback, the goals must be well defined so that the experience becomes part of the organization's daily routine.
Practice makes perfect, so it's also important that in order to make the experience less and less uncomfortable, you train yourself how to give feedback. A good tip is to ask yourself for feedback, so you can learn to communicate better and understand more about how other people perceive your work.
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.
I invite you to meet him: https://actiosoftware.com/en/lift-performance-management/
