Providing feedback is important if you want your employees know how they are performing and what is expected of them, and it is part of supporting your team’s learning and development. Great constructive feedback helps employees recognize and avoid their mistakes and inspires them to achieve their potential.
One important thing to note, is that it is good for the company if this feedback happens on a regular, ongoing basis.
So, as a manager or team leader, how can you best offer or provide constructive criticism to your employees? Here are some ways.
First of all, the foundation is a great place to start. Employees who are secure in their positions and understand their goals, as well as those of the company, will be more receptive, not demotivated, by constructive feedback. Building a culture where it’s OK to make mistakes is equally important. Good employees should constantly be learning, and few can grow without making a few mistakes. Also, let employees know you regularly provide feedback to all other employees, not just them.
Give praise where it’s due
Giving employees positive feedback is essential, too – and acknowledging positives among negatives can be a good way to reassure them that you have not lost perspective. Sometimes, only certain part of tasks need criticism. Be sure to single out that part, and praise the other parts where necessary. This tells the employee that you are not criticizing their overall performance; just that certain aspects of their job need attention. Just be careful not to over-emphasize the positives, as this can make you appear uncertain or insincere.
Make it timely
Timely criticisms make more sense. The same way it is best to give praise when an employee’s achievement is still fresh, timeliness is also important for negative feedback, except in a situation where an employee has done something that makes you feel genuinely bad. In that case, it may be wise to wait until you are relaxed before taking it up with them. This will help to ensure that your feedback is objective and not clouded by emotion.
Focus on the situation, not the individual
A good constructive feedback is focused on outcomes and impartial observations, not the employee’s personal attributes. Feedback centered on the individual could be taken as an attack motivated by personal feelings, rather than objective facts. This can cause harm to the employee’s morale. By discussing the situation, rather than your personal opinion about it, you are showing that you are most concerned about fixing the problem at hand and not criticizing the employee’s own personality.
Listen to your employees
When you are giving constructive feedback, make sure your employee is given a chance to respond. Feedback should be a conversation between you both. This shows that you are prepared to listen to their concerns and their interpretation of events. It is also an opportunity for the employee to express their ideas to you and become part of the solution.
Offer sincere feedback
If the feedback is positive, let your emotions also indicate that you appreciate their efforts. For negative feedback, a more concerned tone will show that you believe the problem should be taken seriously. Also, always try to avoid displaying negative emotions such as anger, sarcasm or disappointment. If your tone and manner don’t match the context of the feedback itself, you could send out a mixed message that confuses your employee.
Face-to-face interaction is best
Offering your feedback face-to-face, and preferably in private, is the best. Don’t send your constructive feedback in an email or publicly or in the middle of a meeting.
Finally, the best kind of constructive feedback focuses on behavior or situations, not people and personalities. So, don’t tackle employees in your feedback, rather tackle situations.
My name is Chigozie Japhet. I am a content writer, and a brand strategist. I like writing, reading, researching and watching football, especially my team, Man United. i believe in working hard, and also in relaxation as all work without play, makes Chigozie a dull boy.
