Employee feedback is an extremely powerful tool, which when harnessed properly, can allow employees to develop and grow over time. Not only does effective feedback help improve the performance of employees in your organization, but it also ensures that the bond between employees and managers is strengthened.
However, rather unfortunately, many organizations in today’s world do not give feedback in a manner that it should be delivered. The opportunity to deliver effective feedback shouldn’t be missed, which is why we mention some actionable tips you can follow to deliver feedback in your workplace.
Be Specific
Specificity is the first requirement of all forms of communication, especially when you are delivering feedback. Employee feedback should be crystal clear and should be solutions oriented. Avoid issuing general comments such as, “your work needs to be improved” or “I am not satisfied with the kind of output you deliver, because you can do better than that”.
Such general statements do not achieve any purpose and come across as unsolicited advice that can make employees feel de-motivated. Be specific on what you say to your employees. Even if it is a positive remark, make sure that you highlight what part of their job you feel is the most positive and worthy of such a positive remark.
Go for the Sandwich Method
Be empathetic when you are delivering negative feedback and do not completely berate employees, as you would want them to improve performance after the feedback and not just become de-motivated and angry.
The right way to deliver constructive feedback is to use the sandwich method of feedback delivery. Just when an employee enters your office, start by mentioning a few positive traits in their performance. Once you have built the right environment through a few positive traits, you can then deliver the feedback you actually want to deliver. Make it constructive and to the point.
Finally, finish the meeting with a couple of other positive traits. Make sure that the employee walks out satisfied and reflects on what was said; the positive and the negative points included.
Don’t Wait for Quarterly Reviews
Do not wait for quarterly reviews to deliver your feedback. Feedback is best delivered in the moment so that it holds actual relevance for those involved. You can’t pinpoint a negative attribute and then talk about it a couple of months later, when the employee would have probably forgotten what led to that behavior.
Notice employee behavior and performance as it happens and keep delivering feedback in the moment. Do not wait for quarterly reviews or appraisals.
We at JS Benefits Group have worked with numerous clients to discuss the ways HR department can deliver feedback appropriately. You can get in touch with JS Benefits Group immediately to discuss and devise a policy.
