Every employee, regardless of their role, level, and industry, would be required to give constructive feedback to someone. While managers should know how to deliver feedback in the best manner possible, we believe that other employees also need to learn this art.
Not giving feedback at all and being a micromanager are two extremes of the same coin, which aren’t recommended. Try to find the right balance for giving constructive feedback and follow it up properly.
Here we mention some tips to make this process easier.
Establish Trust
How much easier would it be for you to deliver feedback if your employees came looking for feedback to you, without you having to follow them around? Establish trust with your employees and make sure that they are able to trust your judgments and your feedback. Build a platform where your employees come to you for improvements in their productivity and performance. Be open to them and make sure that they take your feedback constructively.
Follow the Sandwich Approach
Cookie-cutter approaches to delivering feedback don’t work anymore, and you will have to step out of the box for better options. The sandwich approach for delivering feedback has recently been adapted by entrepreneurs, and it has yielded quite a few positive results.
To follow this approach, you should first call in an employee and talk about their positive points. Once you know you have their attention, subtly mention some points of improvements which you actually want to talk about. Let them know that they have the capabilities to improve in these aspects. Once you have mentioned these points, you can finish your meeting or your discussion with some more positive results. This way, you would be able to sandwich your criticism in positive feedback that would negate all negative thoughts within employees.
Deliver Feedback Continuously
Many managers find faults in the work performance of their employees, but leave the feedback to be delivered at the end of the year during an appraisal or a quarterly meeting. This strategy can be poor, as you would preferably want to strengthen the performance of your team on a periodic basis. Make sure that you are delivering feedback in the moment, rather than waiting for the year or term to end. Don’t leave it too late as it might create negative synergy between you and your employee.
Get in touch with JS Benefits Group to find out more about delivering constructive feedback. You can schedule an appointment with us anytime by visiting our website.
