Feedback 101: How to Give Effective Feedback
Photo by Gert Altmann from Pixabay
Does the phrases “performance review” or “I have some feedback for you” send a shudder down your spine? Or perhaps you’re in a leadership position and you see your employee’s shoulders visibly tense. If so, it sounds like someone may need to work on how they present their feedback.
Feedback is an essential part of personal and professional growth - not only does one need to be able to handle feedback well, but how one gives it is of equal importance. With 92% of people believing that constructive criticism is effective at improving performance, we’re here to tell you how to improve your feedback.'
Ask if they’re in the state of mind to receive feedback
Some managers like to schedule annual performance reviews and feedback sessions based on their convenience - we’re here to encourage you not to do that. Before you schedule a feedback session, ask the other person if that day and time are okay with them. Are they in the right state of mind to receive feedback?
Perhaps there’s a project they’re busy with and they’d prefer if it was postponed just 3 days until after that project. Maybe they’re struggling with their mental health and they can’t healthily receive feedback. By checking if they’re able to receive feedback readily, you can prevent words from falling on deaf ears and you may see more improvement as they take your feedback to heart without distractions.
Feedback should be face-to-face, always
As we mentioned in our blog about the importance of emojis for communication, tone of voice can be difficult to decipher over written channels. Not only does making sure your meeting is face-to-face reduce room for misinterpretation, but it also makes it feel more personal and the other person may feel more valued.
Face-to-face meetings allow people to see body language, which is important for understanding tone and emotion better. It also allows space for the other person to ask questions or open a discussion on points they’d like clarification on.
Balance the positive and negative
Most people hear ‘feedback’ and immediately think of negative things or things they’ll have to improve - this doesn’t have to be the case. It shouldn’t! Look for ways that the other person has grown since their last round of feedback. Be specific and make sure to share your appreciation for their effort to improve: 69% of employees say they’d felt their hard work was recognized more.
By mixing in ways they’ve grown with ways they can grow in the future, you’re striking up a good balance of positive and negative and making sure that they walk away with a smile on their face.
Be specific
It’s easy to say “You could improve your communication.” But how? Feedback needs to be specific - it needs to set expectations and goals to create a path forward. If you have certain points in mind, make sure you voice them. Do they need to reply faster on Slack? Email? Are they sometimes a bit passive-aggressive? Is it their language? If you don’t have any specifics in mind, you can open up for discussion and formulate a list together.
Make sure to check in before you check out
After everything you’ve said, your employee has a lot to process. Check-in with them - how does everything you’ve said make them feel? Do they feel they’ll be able to make these improvements or do they need support in some way? Perhaps they’re feeling a bit overwhelmed; or happy to have a sense of how they are doing at work. Ask if they have any questions or concerns and finally end the session by thanking them for their time.
By giving feedback consistently and effectively, you can build trust in your team. You can see them thrive and work more effectively and reach their full potential. However, they can only thrive if they receive feedback well - how do they do that? Don’t worry, we’ve got you covered: How to Handle Feedback Effectively is next week’s topic.
