The feedback you provide to your subordinates can help a lot, but can also be messy. Many managers worry about giving feedback, try to avoid it or play it down, which does not help at all. The result is employee embarrassment, hurt feelings, missed opportunities to improve or a total loss of confidence in the manager. Most people are interested in solid feedback which helps them become more productive. However, the manager's ability to deliver plays the crucial role.
How good is your feedback? This issue has recently been addressed on Inc.com. The website pointed out several mistakes you should avoid when sharing feedback.
1. Your fear is visible
When you are too cautious and uncertain, employees become nervous. That will only multiply you own anxiety which leads to errors. Nervous managers often make the mistake of trying to wrap criticism with praise. Instead of explaining what the employee did wrong, this kind of feedback creates the impression that he is actually great and there is nothing to improve. Your feedback should be clear. Do not be afraid of criticism when it is legitimate.
2. You do not want to offend anyone
The aim of your feedback is to help an employee, not hurt him. So if you are honest with him, do not worry it will damage your relationship. Even an unpleasant thing can be said with respect and accompanied by an offer of assistance. If you remain silent, it will hurt both of you in the end.
3. You underestimate preparation
When giving serious feedback, performance evaluations and other demanding interviews with employees, you need to prepare thoroughly. If your words can change someone's career or even his life, he or she deserves the time you need to put in for preparation.
4. You make it personal and do not choose the right time and place
Your feedback should always refer to specific skills and behaviors at work. You should avoid personal attacks. Also, do not suddenly criticize issues that happened a long time ago. If you did not comment on them for weeks or months, do not comment on them at all. Try to maintain a maximum level of concentration. Feedback should be shared face to face without distractions. The employee should see that you are listening and really interested in helping him.
5. You do not offer any solutions
It is not enough to say what was wrong. Express your criticism and then follow up with how you think the issue could be improved and agree on the next steps to be taken. Be careful how you look when you share feedback. If you look listless and bored, you will hardly inspire your employees to work on improving. Make sure you explain your intentions properly and encourage your employees to change in a meaningful way.
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