Effective and timely feedback is a critical part of performance management, as its purpose is to improve employees’ performance at work. Feedback helps in employees career development, satisfaction, retention, and motivation. Unfortunately, both the manager and the employees dread the feedback process. Especially when they are at the receiving end of ‘constructive criticism’. In this post, you will find tips on how to improve employee feedback. How to make honest, constructive feedback effective in your organization and improve your employee’s performance.
Building a culture of trust
Never exchange feedback with people who will not be truthful to you. Neither should you effectively feedback with people who don’t care about their performance nor yours.
Customers will never love and trust a company until the employees love and trust it first.Simon Sinek
Turn to colleagues or bosses who have the right information. Let them know how they are performing or ask them how well you are doing. Seek their help and remain accountable to them through the phase of improvement.
Your objective for the feedback should be plain. Don’t exchange feedback with the wrong motives. Also, don’t be vague about the questions you ask; ‘do you have feedback for me?’, ‘do you want feedback?’ is not specific.
Let the receiver know if it’s concerning a concluded project or on overall performance at work, or something different. When exchanging feedback, be specific to notify what area needs improvement or is okay to work with.
Ask in real-time
Exchange feedback about a performance or a project in real-time. It will help improve and correct the mistakes of the project. Asking in real-time will also help to avoid difficulties and may speed up the progress of the project.
Check your intentions
Share feedback with the right intentions. Feedback should bring about a positive result, improve performance, and foster relationship. The giver or receiver should put in mind how the feedback will make the other party feel and should respect their work.
Choose the way
Feedback can be exchanged in person or through a performance and engagement tool. However, you can choose a way that won’t affect the other party. It can be traded anonymously, privately or publicly.
When exchanging feedback, Always devote some time to think through the feedback given or received. Don’t be too quick to act on the feedback you get or receive just because they are interesting. Analyze them and check it through in relation to the present poorly managed areas of the company before making changes can be made.
Another point is to also analyze the feedback based on the common and consistent points whinge upon by maybe two or more employees.
Grow with feedback
Exchanging feedback is a way to learn and improve in both personal and professional development. See it as it being helpful and in your best interest.
We all need people that will give us feedback. That’s how we grow.Bill Gates
For every feedback received make sure to practice to improve performance continually. Involve colleagues about the decision and let them help through the process of improvement. It will make a big difference in performance and productivity.
Who is the other party?
Is it someone you regard as a mentor or boss? Or a colleague who knows you and is familiar with the project you are working on? Analyze the validity of the feedback, check if the expectations are reasonable.
Avoid being defensive
Exchange feedback, in a way that will encourage the other party to look out for you in the future. Whatever the feedback might be, don’t feel pressured to reply immediately. Give yourself some time, listen/read to understand and think about it.
Acting on feedback is a choice; it is all about learning with an open mind and not being shaped by the opinions of others. Feedback can be very stressful, but it is compulsory and needed. Send and receive continuous feedback are benefits for the company happiness and productivity, and this is what matters most.