Feedback is important not only during annual employee evaluations, but also on an everyday, informal basis. It plays an important role in building relationships between managers and their people. Feedback aims to encourage and motivate employees and to help them develop necessary skills. If a manager fails to provide feedback properly, he creates unnecessary confusion. In addition, employees agree that negative feedback is better than no feedback at all. Therefore, let's focus on how to give feedback to the satisfaction and benefit of your people according to Lifehack.com.
1. Choose the right time
Give your people some time to prepare for your feedback, at least mentally. Just simply ask, "When will you have time for my feedback about the project XY?"
2. Let the employee talk first
First, ask the employee what he thinks about the progress of the project. Inquire about both successes and obstacles. Then you can present your potential criticism in a less conflictual manner.
3. Encourage further work
Although you are criticizing the employee in some respects, you should also show appreciation for his efforts and motivate him to improve. Let him know you appreciate his work.
4. Always be specific in your criticism
Clearly specify what you do not or do not like. Then pause for a moment and give the employee some space to explain his actions, apologize or admit his mistake. Try to be diplomatic and do not criticize the personality traits of employees.
5. Explain the consequences
You should tell your employees clearly what specific problems their mistake caused for your company, your team or customers so that they can learn and move on.
6. Look for solutions
Try to ask the employee what you can do to help him improve. Then determine the individual steps to achieve specific changes together.
7. Connect your feedback with their career
Talk to your employees about what career progress they can achieve in the company when they improve in specific aspects.
8. Do not criticize via e-mail
It is always better to deal with sensitive issues face-to-face. You will see your employees' reactions and you may be able to better prevent misunderstandings.
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