The traditional concept of performance review has been changed to giving feedback by the managers and the leaders to the employees. The constructive feedback can be of two main types : praise and the criticism. The observer can have different perceptions through which he can provide the feedback to the colleagues or the employees.
The concept of the performance review may appear fear provoking to all the employees. But giving feedback in a positive and constructive manner can be helpful for the overall performance improvement of the employees. Giving feedback is a skill that requires proper practice. Business owners and the managers should hone their feedback providing skills for identifying the issues in the organization and the method for solving them.
How to Give Effective Feedback in Your Organization?
Your feedback should be given at proper time. The sooner the better. The feedback is not a surprise that you are going to break out suddenly. For example, a one-hour task if not performed in the right way, can be provided by the feedback just at that moment instead of giving feedback for the whole year’s 1 hour failed tasks. But this rule will not apply if the situation is highly emotional. You should calm down yourself before saying anything to the target employees.
Feedback is a process that requires constant awareness. So the process of giving feedback should be regular in your organization. When you have identified any mistake that requires to be corrected just say it without wasting any time. The feedback giving process should not be yearly or quarterly in nature. Though the formal feedback may appear in an annual or quarter schedule, the informal or the simple feedback may appear every day or every week depending on the situations.
Though you are not going to prepare a script for giving feedback, still you should be clear enough about what you say so that your comments do not have any ambiguities.
Your feedback must be specific and to the point. It must clearly say what you want to convey. The person receiving the feedback should clearly understand the areas where he should improve. For example, if you say someone that his behavior was unprofessional, what exactly do you want? What are the behavioral improvements are required in that person. You should specify all the points and stick to your own grounds. Never give feedback on other people’s point of view. This will make you hesitate and lose your confidence when you provide the feedback.
You should provide the criticism in a private place where you are sure not to be disturbed or overheard by someone else. Criticism is never appreciated in public unlike the public recognition.
Try providing the feedback from your point of view and use I-statements in your conversation instead of using ‘you’.
Limit Your Focus:
Your focus should be limited to one or two specific points. More than two criticism at a time may lead the person feeling demoralized by you. If you require a behavioral change in your employee, just talk about the point that is realistic and can be changed.
Mention Positive Points:
You should mention the positive points also. Starting with positive note can always maintain a successful feedback giving process. The employees also get benefits for observing how the success will appear through the positive changes. But overdoing it will never serve your actual purpose. You should not sandwich the actual constructive feedback between too many positive points.
After providing the feedback, you should provide specific suggestions as to how the improvement can be done. The main intention should come like the way that you want to take care of the person and want to help him grow professionally. You can set up goals ad can make plans for monitoring and evaluating the process. You can use the GROW model for motivating the people and can acquire the changes you want. You may ask for the perspective of others but may not agree to all the perspectives. Always listen to the opinions but offer your suggestions for the improvement purpose. But never sound like you are preaching them!
Be Tough, Not Mean:
Your feedback should be forward moving and should contribute to specific objectives of your organization. You should be confident and help your employees to be successful in their projects. Make sure you are there for them in their time of need.
When you are providing with feedback, make sure you provide a face to face one. If physical feedback is not possible due to any constraint, make sure you provide the feedback through a telephonic conversation. The conversation will clarify all the doubts, if any, at that moment only. Never provide feedback through the technology messengers or through the chat options.
Observe More, Interpret Less:
You should observe the situation and avoid providing more interpretations on them. Interpretations are the analysis made by your perceptions. While providing feedback, mention what you have noticed. The observations may lead to non-judgmental activities rather than the interpretations.
The overall purpose of the feedback is to measure the adjustments and the improvements. You can seek feedback from your customers, colleagues or your boss.
Key Points from the Article
- The basic concept of giving feedback
- What is the process of providing effective feedback
- What are the languages to be avoided while providing feedback to your employees
Therefore we can understand that feedback is a two way process that can be effectively provided or received. When you provide or receive the feedback in a conscious manner, you can be benefited with a personal development. If the process can be done properly, the constructive feedback will never demoralize or make you feel afraid of the whole feedback process. Though it should not be the primary means of communicating to your employees, still it has importance in improving the activities of business.