This can be done by asking, “How can I make your job easier?” or “What type of support could I offer to help you perform your job better?” be it in person or via an anonymous survey (because let’s face it: not many employees would be bold enough to say things as they really are right in front of their boss). Receiving feedback from employees can be equally valuable for managers, who can gain powerful insights from them and strengthen their performance as leaders. It is not enough to just give constructive feedback. increase employee engagement by helping staff members understand their value to the team.įurthermore, it is important to keep in mind that feedback is a two-way street.open lines of communication such that constructive feedback can flow in both directions, and.foster employee development by showing them their strengths and weaknesses in the job.solve a problem such as when an employee’s performance is affected by their personal life.improve a situation such as when certain employees do not get along well in the workplace.motivate their employees to perform better in their jobs, especially when it is positive.Why constructive feedback is bestĪs a leader, one of best things you can do for your members is to give constructive feedback.īy providing honest and meaningful feedback to employees, managers can: “Specifically, managers are significantly more likely to critique female employees for coming on too strong, and their accomplishments are more likely than men’s to be seen as the result of team, rather than individual efforts,” the research reported. Research by Stanford University’s Clayman Institute for Gender Research suggests that men and women are evaluated differently in the workplace. Sexism unfortunately still rears its ugly head in the workplace. An employee who is ignored by a manager is twice as likely to be actively disengaged at work as an employee whose manager focuses on his or her weaknesses, according to the report. In fact, according to one survey conducted by the Harvard Business Review, 57 percent of employees prefer corrective feedback over straight praise.įurthermore, according to a Gallup report, employees would prefer to receive negative feedback than no feedback at all.
Research has found that while novices prefer positive feedback (in order to boost their confidence), once people become experts in a subject area, they prefer negative feedback ( in order to step up their game). Use facts, examples and statistics to substantiate both your positive and negative comments. Take the time to prepare for a feedback session as you would any other important meeting. Issues should be addressed as soon as they come up, not after negative habits become entrenched and achievements should be appreciated while still fresh in the mind of the employee. Improve your employee engagement in less than two minutes
You don’t want to come off like you are giving praise grudgingly-or worse, that you are being overly harsh about a mistake. Sincereīe it positive or negative, the feedback should be honest and genuine.
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Every conversation should focus on just one incident so it has your full focus. Get straight to the point and make sure not to drag other semi-related or similar incidents into the conversation. What is constructive feedback?Ī manager looking to give constructive feedback needs to know that it should be: Specific In order to give constructive feedback managers have to master the art of having difficult conversations with their employees and offering them meaningful praise in the right measure.
Employees who receive the first type of feedback never get to know how they can improve and thus can’t achieve their full potential while those in the second group feel overlooked and discriminated against from the lack of recognition.Ĭonstructive feedback is a healthy blend of praise for achievement and suggestions for improvement. Others only focus on the negative and never acknowledge when their employees do a great job.īoth of these approaches are misleading to your staff. Some managers only focus on the positive and choose to gloss over the negative, hoping that showering their employees with endless praise will magically inspire them to overcome their shortcomings. The purpose of constructive feedback is to reinforce positive behaviors that boost employees’ performance or to do away with negative behaviors that antagonise it but it’s quite easy to get it wrong. Good employees need and want to know how they are doing well and those with blind spots in their performance need and want to know those blind spots and how they can improve. Giving feedback is one of the most important parts of every manager’s job.
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