Giving feedback might be one of the most difficult things that managers have to do regularly, but providing useful and constructive information about your employees’ performance is an absolutely essential part of fostering a positive company culture. It’s important for your employees to know that the lines of communication between them and management are open. Read on to learn why feedback is necessary and how to communicate it effectively.
Both positive and negative feedback can help employees grow and continue to improve their performance. If given properly, feedback will help employees:
When managers don’t provide feedback, employees are left guessing about what they did correctly or incorrectly, or why managers are unhappy with their performance. Successful managers are able to provide feedback that offers insight on where employees are thriving, and where they still have room to grow.
Giving feedback can make us feel awkward or overly-critical towards people we like and care about. It’s fine to be empathetic — hurting the people we work closely with isn’t desirable. But remember, employees need feedback to thrive, so while it may feel like we are hurting them, properly-given feedback is positive in the long run. We often avoid giving feedback because we fear it will damage our professional relationship if the feedback isn’t well-received. This often stems from a lack of confidence. Managers who weren’t properly trained to give feedback don’t know the proper way to approach the subject.
Many managers are also worried they will be unable to handle it if their employees become emotional. It’s true that sometimes employees can be particularly sensitive to criticism. You can offer them reassurance and solutions as well, so they recognize that they are capable of getting better and they can take the first steps towards doing so.
The best feedback is always kind, direct, and not passive-aggressive. Here are some tips on how to give the best feedback:
It’s inevitable that sometimes, your feedback won’t end up having the impact you hoped it would. When this is the case, it’s time to ask how the employee is feeling about what you’ve said. Think about what emotions they may be feeling and how you’d react if you were in the same situation. Don’t take it personally, let them know that you want them to feel heard, and tell them that they aren’t alone.
You don’t have to get it right every time, just always be open-minded and emphatic towards what the employee has to say. You are using the feedback to state your expectations and build healthy and productive boundaries, and it’s important that the employee knows what happens if these lines are crossed. This sets a clear set of expectations so that the employee knows what will happen if your needs aren’t met.
Giving an employee feedback isn’t always easy, but it is necessary for every CEO and Human Resources department. Follow the above guideline to make this difficult task more effective and productive, and foster a company culture of positivity and confidence.
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