If you are handling a business, you can’t put off giving feedback to your employees forever. Certainly, a lot of employers are pretty reluctant to deal with this. For one thing, they want to ensure they don’t come across as a bully. But they want their feedback to hold weight too.
Giving employee feedback is of utmost importance for an organization. This is how your employees will grow and develop. It also improves communication, builds trust, and strengthens bonds. Yes, it might be a tad bit uncomfortable to tell people about their performance upfront. But in the end, it all proves to be worth it.
The question is, how should you do it? How should you give employee feedback such that your employees are forced to ponder on what you have to say without feeling disheartened or offended? Here are some tips that make the situation less of a nightmare for everyone concerned.
1. Never Give Unsolicited Advice in the Guise of Feedback
Yes, you have to be truthful to your employees and let them know what you think about their performance. But the advice should never come across as unsolicited, which wouldn’t really benefit anyone.
One way to make things easier is to give the power to your employees. Give them the option to decide when they would like feedback on their performance. This will also increase the chances of them actually working on the shared feedback.
2. Always Be Specific
If your feedback is all over the place, no one is going to take it seriously. You have to stop beating around the bush. Make your input more solutions-oriented. Keep it clear, concise, and to the point.
Your feedback shouldn’t leave your employees confused. For instance, if someone has submitted a report and you simply say you aren’t too impressed with it, will it really be helpful? How will the employee know his weaknesses and what needs to be corrected?
Hence, you have to be specific and let him know clearly what you expect him to do. Guide him on how he can act on your feedback. For example, if the report was submitted late, you can tell him how you noticed him not abiding by the deadline and that he needs to work on his time management skills. Be empathetic but make it clear that there’s a problem.
Remember, when you are giving anyone feedback, you have to handle it sensitively if you don’t want to offend the other person. Sometimes, when people hear what’s wrong with their work in direct terms, they become defensive and confused. They are unable to figure out how to handle the criticism of their work.
This is where your level of empathy will be helpful. You have to give the employee some space to absorb your feedback.
3. Don’t Wait Until the Last Possible Minute
One mistake employers and managers often make is that they wait until quarterly reviews or meetings to share their feedback. If you really want your advice to make an impact on your employees, it should be given immediately after the event.
You can consider giving weekly feedback to your employees. Remember, if you leave too much to discuss during the quarterly reviews, you will merely be heaping a lot of matter on the employees on the final day. By then, the problems will be forgotten, and nothing can be changed. Additionally, this will make the employee feel dejected.
Therefore, it’s best to give weekly, if not daily, feedback. This will ensure your advice actually bears fruit too. You will have plenty of time to determine how the employee has perceived your input and is acting on it.
4. Share in Private
No one likes to be criticized publicly. And your employees are no exception. Indeed, some people even want to be praised in private. Not everyone fancies being the center of attention. So if you are giving employee feedback, you can do so in written form. This will also give you some time to decide what you actually want to say and how you should put it.
Even if you are going to give the feedback in person, make sure it’s not in the middle of the meeting in front of everyone. This will alleviate pressure not only on your employee but on you too.
5. Let Your Sincerity Show
It’s best to not relay your feedback over a text or email. This can lead to misinterpretation. Additionally, there’s also a chance that your feedback will be ignored completely.
Find a quiet place for the meeting where you will be able to share your opinion honestly without any pressure. If meeting in person isn’t an option, a video chat will just work as well. You can try the informal approach but have to ensure that your words are taken seriously.
At the same time, you have to be sincere. Your tone and manner shouldn’t come across as condescending to your employees. Don’t send a mixed message that can confuse anyone.
The Feedback Doesn’t Always Have to Be Negative
Giving feedback to your employees is undoubtedly a talent that you have to build. However, keep in mind that you don’t always have to reach out to your employees only when you have something negative to say.
Positive feedback is just as important. You have to acknowledge the positives in your employees. This will also ensure that your employees don’t feel you are biased or never have something nice to say. Never hesitate to praise someone if they have earned it.
