If you’re in business, you can’t put off feedback from your employees forever. Of course, many employers do not want to face this. First, they want to make sure they don’t look like bullies. But they want their feedback to count as well.
Giving feedback to employees is of paramount importance to an organization. This is how your employees will grow and develop. It also improves communication, builds trust, and strengthens bonds. Yes, it can be a little inconvenient to let people know about their work ahead of time. But in the end it’s all worth it.
The question is, how should you do it? How should you give feedback to employees so that your employees are forced to think about what you have to say without feeling disappointed or offended? Here are some tips that will make the situation less nightmarish for all concerned.
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1. Never give unsolicited advice under the guise of feedback.
Yes, you must be truthful with your employees and let them know what you think of their work. But advice should never be taken as unsolicited advice that won’t really benefit anyone.
One way to simplify the task is to empower your employees. Let them decide when they would like to receive feedback on their work. This will also increase the chances that they will actually work on the overall feedback.
2. Always be specific
If your reviews are all over the place, no one will take them seriously. You have to stop beating around the bush. Make your contribution more solution-oriented. Be clear, short and to the point.
Your feedback should not leave your employees confused. For example, if someone submitted a report and you just say you weren’t impressed with it, would it really be helpful? How does an employee find out his weaknesses and what needs to be corrected?
Therefore, you must be specific and make it clear to him what you expect from him. Tell him how he can act on your feedback. For example, if the report was submitted late, you can tell him how you noticed that he is not meeting deadlines and that he needs to work on his time management skills. Be empathetic, but make it clear that there is a problem.
Remember, when you give someone feedback, you must handle it delicately if you don’t want to offend the other person. Sometimes when people hear directly what is wrong with their work, they become defensive and embarrassed. They cannot figure out how to respond to criticism of their work.
This is where your level of empathy will come in handy. You need to give the employee some space to take in your feedback.
3. Don’t wait until the last possible minute
One of the mistakes that employers and managers often make is that they wait until quarterly reviews or meetings to share their feedback. If you really want your advice to have an impact on your employees, it should be given right after the event.
You can give weekly feedback to your employees. Remember, if you leave too many topics for discussion during quarterly reviews, you’ll just pile on a bunch of questions for employees on the last day. By that time, the problems will be forgotten and nothing can be changed. Also, it will make the worker feel overwhelmed.
Therefore, it is better to give weekly or even daily reviews. This ensures that your advice actually bears fruit. You will have enough time to determine how the employee has received and acted upon your input.
4. Share in private
Nobody likes to be publicly criticized. And your employees are no exception. Indeed, some people even want to be praised in private. Not everyone likes to be the center of attention. So if you give feedback to employees, you can do it in writing. It will also give you some time to decide what you really want to say and how you should express it.
Even if you’re going to be giving feedback in person, make sure it doesn’t happen in the middle of a meeting in front of everyone. This will reduce the burden not only on your employee, but also on you.
5. Show your sincerity
It’s best not to send your feedback via text or email. This may lead to misinterpretation. In addition, there is a possibility that your feedback will be completely ignored.
Find a quiet meeting place where you can express your opinion honestly and without pressure. If a face-to-face meeting is not possible, video chat is also suitable. You can try an informal approach, but make sure your words are taken seriously.
At the same time, you must be sincere. Your tone and manner should not appear condescending to your employees. Don’t send a mixed message that might confuse someone.
Feedback doesn’t always have to be negative
Giving feedback to your employees is undoubtedly a talent that you should develop. However, keep in mind that you don’t always need to address your employees only when you have something negative to say.
Equally important are positive reviews. You must recognize the positive aspects of your employees. It also ensures that your employees don’t see you as biased or never say something nice. Never hesitate to praise someone if they deserve it.