10 simple ways to give constructive feedback at work

To better manage a team, managers need to deploy the effective majors necessary to improve employee performance. Feedback is one of the essential tools for clarifying expectations. It helps people learn from their mistakes and build confidence. Constructive feedback accelerates employee development, improves their relationships with managers, and aims to increase the level of communication within the company.

Constructive feedback is also one of the best ways to help millennials find fulfillment in their job. A recent survey shows that 72% of millennials who receive accurate and consistent feedback from their managers find their job fulfilling. The importance of feedback cannot be overstated.

Unfortunately, much feedback is not given in conditions likely to generate the positive aspects mentioned above. However, by developing a constructive feedback culture, your company will be in a strong position for sustainable growth.

It becomes necessary to resolve the discomfort that surrounds giving feedback. Here are 10 simple ways to give constructive feedback:

1- Choose a good timing to give feedback

The period in which you comment on an employee determines whether or not they change their behavior. A comment that arrived too early may be badly perceived and may cause renewed tensions. Likewise, a comment given months later can quickly be forgotten and will no longer be of great importance. Therefore, it’s important to choose a time slightly after the employee’s behavior to give them your feedback.

Timely feedback should be given, that is, give your feedback while the event is still fresh in their head. You should avoid giving them feedback during the heat of the moment, especially if it’s negative feedback.

2- Be precise

Focus your feedback on specific employee behaviors. When they have done things of praise, you describe in support of your feedback the positive side of their actions. In doing so, you draw the attention of other employees to this highlight. As for negative criticism, you must make them with precision and sensitivity to avoid undermining the dignity of the affected employee.

By giving feedback, you desire to improve the performance of your team and increase the growth of the organization. In following this guideline and in the hope of marked improvement, your feedback must be specific. Without maximum precision, your feedback will be more easily ignored.

3- Give fair and empathetic feedback

Your feedback should be as objective as possible. They must be the closest to the truth and must be untied from all subjectivity. Don’t dwell on the little mistakes, anyone can make them. Give uplifting feedback that will help the employee in question to improve. Always have a deep level of empathy with your team members. Feedback given with empathy is likely to receive a favorable response, better than feedback with a lot of tension and aggression.

4- Be honest and sincere

You give feedback so people can improve in the business. A biased or mean comment can break this process and unfortunately create great tension. So get straight to the point by giving constructive feedback that can uplift people. Giving feedback should not be a way to punish an employee or scold them badly. You seek efficiency within your team and only your teammates can help you.

5- Schedule 1 on 1meeting to give your feedback

Public criticism still does not win everyone’s support. Depending on the nature of the feedback (good or bad) you want to make, you can opt for a one-on-one with the employee concerned. During this moment, you have the space to hit all the dots with him without him getting frustrated.

6- Get feedback from other team members

You must be quick to listen. So allow the employee to speak after your feedback. He must say the points he intends to improve. The other members of your team must give you feedback as well. A good way to approach this is by using 360-degree feedback. It is a powerful tool for managing feedback among the workforce. This will also help you improve yourself and learn from others. Research shows that managers who received feedback on their strengths showed 8.9% greater profitability 

7- Set exemplary behavior

The best way to convince is to set an example. If you want others to easily receive your feedback, you need to learn how to receive feedback, too. Don’t put yourself in the position of a lesson giver. Make your conduct serve as a role model for other members of your team.

8- Follow up

Feedbacks are not given to be thrown away. Following up on employees after giving them feedback demonstrates your commitment to supporting and helping them. You need to follow up to help each member of your team achieve company goals. Keep a written record of the feedback you make so you can track your team’s progress. There is no point in giving feedback without action. However, when you notice an improvement, be sure to appreciate it. This can motivate them to continue improving.

9- Be relaxed

Anything you say when you are angry is likely to hurt others. Regain your composure before you start by giving feedback. Take the time to calm down after a strong emotion. When you are completely calm, you can make your comment.

10- Use a friendly tone

The words you use to give feedback should be chosen well enough. Your tone of voice should be friendly, kind, and free of any threats. Don’t lose sight of the essentials.

Finally, While it’s true that anyone can give feedback, few give effective feedback. Be among those who provide insightful, accurate, honest, sincere, and objective feedback. 

Start today by practicing every step one at a time. Remember, feedback drives transformation and increases the performance of every employee.

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