How to Provide Constructive Feedback to Your Employees

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Constructive feedback might be one of the most powerful ways to keep your business team on track. The benefits it brings are making it truly worthwhile. Therefore, skipping the feedback process may lead to significant damages to your company.

You see…the productivity and results of your company are solely your responsibility. Being the owner or the manager of a company gives you access to all information.

Whenever you want to improve your company, you need to first look at your employees. Are they doing a good job? How productive were they during the last months?

You need to figure out whether your team stays on track and does what it is supposed to do. Then, you should prepare a constructive feedback plan and start improving your employees

But you see, there’s a common issue when it comes to feedback. Most of the employees are afraid of feedback. Why’s that?

Several reasons for that:

  1. They might perceive feedback differently, giving it a negative association;
  2. They might have had toxic feedback during their previous jobs;
  3. They might feel inferior when they receive advice from someone else.

You Need to Do it Right

Many employees see feedback as unpleasant or terrifying. That’s wrong. This feeling should never persist because that’s not what feedback is.

Feedback can be pleasant in case the communication is efficient. The one who gives feedback (you) must definitely create the proper environment conditions and also approach the situation with much professionalism.

Applying certain strategies while giving feedback will enhance the results that come from your actions. After all, you’re looking to improve your business. This can easily be done if you decide to minimize the negative aspects of your employees and flourish the positive ones.

Here are some insights on how to create a powerful and productive experience for your employee through feedback:

Create Rapport and Trust

According to a study performed by Columbia University, which has been cited during the Neuro Leadership Summit, suggests that employees apply the feedback they get only 30% of the times.

This is a cause of stress and fear that comes with the feedback. But if the interview is constructive, valuable, and friendly, the person is much more likely to make changes.

That is why you should try to create rapport and trust between you and your employees.

– Make them feel comfortable;

– Always speak to them in person and without any audience around;

– Be their leader, not their harsh boss. There’s a difference.

Constructive Feedback: Start with Their Accomplishments

Before you start engaging your employees, do your homework first. Make sure that you prepare a few positive comments that refer strictly to their performance.

Julie Petersen, the founder of essay writing blog advices to start with something like “I just wanted you to know that I’ve observed the recent improvements that you have made in X activity”. Give them acknowledgment for their efforts, and make them feel valuable.

After you have relaxed them enough with a friendly discussion, jump to the point of your discussion and let them know that you’d like to discuss a few matters. Let them understand that they’ll receive feedback, so they’ll pay more attention.

Invite Them to Express their Ideas and Opinions

A constructive feedback is always a discussion instead of a monologue. After you state the important points of the discussion, start explaining them carefully. Let your employees hear what you have to say, pay very close attention, and remember the important requests.

When you’re done talking, you must encourage them to respond to your feedback. Let them know that they’re absolutely free to object. They should never be afraid to comment back on something. Make sure that you give them this safety feeling, and encourage them to engage.

Also, make sure to ask for their ideas. Who knows? Maybe some of them hold the keys to doubling your business productivity.

Define a Concise Development Plan

When you give feedback, it’s essential to know what you want to change. You need to make your own plan, your own agenda and take transcribe those plans to your employees.

Whenever you want to create change, figure out the actions and solutions.  Make it even easier for your employees to develop and offer them the ways to do what you want them to do.

The change which comes as a result of this strategy is very quick. That is because your employees don’t have to look for the solutions themselves. They have already received them from you, and they only have to apply them!

The only way you can create change within your company is to let your employees know that change is required. You’re the boss, and you do the rules.

That doesn’t mean that you should give them a tough time in the process – quite the opposite. Make them feel valuable to the company and improve their mindset and skills as you encourage them.

This post on constructive feedback is written by Robert Morris.

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