Giving constructive, specific and timely feedback is essential for creating a productive and positive work environment. Feedback is the least expensive, most powerful and useful tool for staff motivation if well accepted. It also lets the recipients know where they are and where to go next in terms of expectations and goals – yours, their own, and the organisations.
Part of being an effective manager or supervisor is knowing what feedback to give and how to give it constructively and effectively.
Here are some tips for you to consider when giving valuable feedback.
1. MAKE FEEDBACK TIMELY
- Make it as close to the observed behaviour as possible.
- If you have to clarify ‘when and what’ then its probably too late to have the impact you seek.
2. ENSURE UNDERSTANDING
- Ask if they are okay to get feedback.
- Don’t just transfer but check for understanding as you go.
- Listen and recognize that initial resistance is often the first step to acceptance.
3. ENSURE BALANCE BETWEEN POSITIVE & DEVELOPMENT FEEDBACK
- Give a positive before you give a development feedback.
- The positive should be specific and genuine.
4. KEEP FEEDBACK SPECIFIC AND NOT PERSONAL
- Make it specific.
- Ensure it is focused on on-the-job related behaviours not personal criticism.
- Be tactful, and as positive as appropriate.
5. DIRECT NEGATIVE FEEDBACK TOWARD BEHAVIOUR THAT THE RECIPIENT CAN CONTROL
- There is no value in reminding someone of a shortcoming over which they have no control.
- Remember the purpose of feedback is to help them improve or recognize a strength.
If you would like to know more, contact us at firstname.lastname@example.org