Feedback can be exchanged amongst everyone in the company, with no one in exception; Managers to employees, employees to managers, and among peers/colleagues. The level doesn’t matter; neither does the similarity in the job.
We all need people who will give us feedback. That’s how we improve.Bill Gates
Unfortunately, many companies are spending less time on the feedback process. The truth has been that the managers are occupied with other management duties that take their valuable time while some companies don’t have a system for performance evaluation.
Feedback is the breakfast of championsKen Blanchard
According to a survey discussed in Forbes, leaders who scored 10% more on giving feedback had employees who were three times more engaged. And the leaders that scored 10% less had employees who are three times more likely to quit.
In this post, I will be sharing on how to give, ask, and receive feedback effectively that will impact employee engagement within the company.
I think it’s essential to have a feedback loop, where you are constantly thinking about what you’ve done and how you could be doing it betterElon Musk
Everyone in the organization desire for feedback as much as they dread its outcome. Though giving feedback sound simple, it is a complex issue, because of the people involved. Below are tips I have compiled that can be used for a detailed and structured feedback discussion.
The right time to give feedback is immediately after a situation or an event. The moment time passes, people tend to forget, and the position will be misinterpreted the next time it is discussed. Waiting for the best time will not make negative feedback positive; it will only get difficult over time. The sooner you address the issue, the quicker you move forward.
The purpose of giving feedback is to help the person get better at something or improve performance. You don’t want to give feedback that would come out harsh or offensive or aggravate the situation. Understand the problem and have a motive before giving feedback.
Before you give feedback, make sure you are in the right frame of mind. How you feel or your current mood often reflects in your words. There’s a high tendency that you might transfer aggression gotten from a meeting you consider as bad or even a stressful day on somebody else. Don’t say or write anything at this moment. When you’re unsure about your feedback, it’s better to discuss it with a trusted person.
Discuss what happened and not on what you ‘think’ happened. Feedback should be clear and positive as people find it difficult to respond when it’s unclear. It is essential that the recipient understands the feedback and you both are on the same page. Be specific at the task or on what the recipient should improve on.
People tend to accept the opinions of those who they respect and acknowledge. However, if there’s no prior relationship between the giver and recipient, I suggest being cautious in the feedback approach. If your feedback is to make the other person feel bad or incompetent, it won’t be productive. Better still, create an environment that builds confidence and a friendly relationship.
Being known as the person who takes notes and gives only negative feedback is not a good reputation. There should be a balance in giving both positive and negative feedback.
Positive feedback leaves the recipient open-minded to change and take new directions. While regular negative feedback makes them defensive. But for negative feedback, you can always end it on a positive note. You can, for example, express the belief that you believe in them and they’re capable of improvement.
After giving feedback, it is expected of you to take note of actions afterward, that doesn’t mean focus all attention on the person. You need to have a way to measure the performance and make adjustments along the way. That is why a feedback tool is not just important but very necessary for running effective feedbacks. You will have a documented conversation which you can make reference to for future modifications.
Learn how to improve employee feedback quality in your organization to increase the engagement of your employees.