Feedback is the most critical tool of performance management. Correct feedback improves employees’ performance and helps them progress towards their goals.
Everyone needs to know in a timely manner how they’re performing. Every manager needs to give the feedback and every employee has a legitimate right to receive a constructive feedback.
Giving a constructive feedback is an art and also a structured process. Given below are some time tested tips for giving effective constructive feedback.
Focus on what is happening / what is the problem? Talk about the problem. Avoid talking about the employee as an individual and his personal behavior. Say what you have observed as problem, and not what did you feel.
Agree with the employee on what has happened. Give specific, real and factually observed examples with data to help him / her agree on what problem has happened / happening. Factual information enhances the quality of feedback many folds.
Always convey the consequences. In the absence of consequences the employee might not be able to understand the seriousness of issue or perspective / reasons behind your feedback.
Explore the solution of problem along with employee. Avoid enforcing your solutions and suggestion. If he / she come up with solutions, chances of implementation and improvement are the best.
Join hands with employee in solving the issue and improving the situation. Support the employee in developing the action plan. Give him a feel that you teamed up with him/ her for problem resolution.
Plan for a review of action plan implementation. Set a time and date for review and explore the progress. Make sure that review happens at the scheduled time.
Give feedback timely, as close to the event as possible. The time delays only reduce the seriousness and give employee an opportunity to come up with excuses.
Give negative feedback individually in private. Positive feedback must be given with specific quotation / examples. Don’t simply say, “Good job done”. One can give positive feedback publicly in front of other employees.
Use feedback as an opportunity to improve. Constantly look forward to improvement. Don’t over kill by too much of negative talk. A feedback without action plan for improvement is only a de-motivating, poor criticism.
