Mastering the Art of Feedback

According to Workleap.com – 1 in 5 employees are unsatisfied with the frequency of feedback from their direct manager, and almost 30% of employees wish they had more peer feedback.

Providing feedback is crucial after performance evaluations as it helps your employees feel more confident in their performance and more committed to showing positive behaviour in the workplace. Feedback assists employees as it makes them aware of their skills and strengths, and you give them a sense of value in the workplace.

Key components of effective feedback:

1. Timeliness

When you give feedback, consider the timeframe for providing constructive comments. Make sure it is done within a short period after something is completed. The recipient will be glad that you took the time to provide feedback.

2. Specificity

Behaviour and observation interlock into being specific. By giving specific feedback, the presenter will have the ability to improve. They will know exactly what it is that didn’t work for you in their performance. Being too broad and unclear only confuses the person and they are more likely to disregard this feedback instead of exploring how to become better.

3. Clarity

The information given to the employee should be used to either confirm or correct their performance, it should provide the employee with a sense of clarity. A simple, “good job” is not sufficient. Employees need confirmation that they are on the right path, or corrective explanations of how they can perform better. It must be specific and guide the employee in the most desired direction with clear, descriptive feedback.

4. Balance

While it is important to address areas for improvement, it is as important to acknowledge and appreciate employees’ strengths and achievements. Balanced feedback ensures that employees feel valued and motivated to continue their professional development journey. By providing room for balance between positive and constructive feedback, managers can inspire growth and drive exceptional performance.

Different types of feedback:

1. Positive – can include praise and appreciation which can be an excellent motivator, making employees feel appreciated and recognized.
2. Constructive – focuses more on the work rather than the person, it can be positive or negative comments that help someone to develop their work further.
3. Development – focuses on the long-term career growth of the employee. It is a discussion that helps employees identify their strengths, weaknesses, and areas for improvement in relation to their career goals.

Providing employees with feedback is crucial, as when it is given constructively, it helps clarify expectations, updates employees on how they are performing and indicates areas where employees need improvement.

When your employees handle feedback effectively, it can foster a culture where disagreements are handled openly and directly while also being sensitive.

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