Constructive Employee Feedback: Giving And Receiving

We're all aware of how important positive employee feedback and acknowledgement for their efforts are to your team. While you might believe that your employees, despite receiving constructive feedback, statistics show otherwise. According to data compiled by Zippia

60% of employees said they wanted feedback on a weekly or daily basis, and 80% said they wanted feedback right away rather than receiving aggregate data feedback from yearly or bi-annual reviews. 28% of employees, on the other hand, receive constructive feedback at least once per week. Another 28% receive feedback several times a year, while 19% receive feedback only once or less.

Enhances the performance of employees and managers

Unaddressed expectations and other miscommunications caused by ineffective communication frequently lead to conflict. Acknowledging conflict appropriately assists people in understanding, meeting, and exceeding expectations.

It's incredible how well we should perform once we know what's expected of us. Setting clear and attainable goals for our coworkers, direct reports, and managers positions us all for success.

Relationships are improved

When handled properly, disagreements can strengthen relationships together. Opening up about a problem with coworkers demonstrates vulnerability, trust, and accountability.

Giving feedback to employees demonstrates that we care sufficiently about them to guide them in the proper direction. It also demonstrates healthy, necessary boundaries and limits on acceptable behaviours. Through healthy conflict resolution, you and your team members can learn more about each other and develop a deeper understanding.

It is critical that you understand how the person receiving your feedback will react and respond to you. The feedback might need to be delivered differently depending on your communication methods.

There are numerous assessments available to help us classify our communication styles. Although DISC and Myers-Briggs are two that are the most well-known, there are other similar tests available, some of which are free. You can comprehend how to interact with one another and provide feedback if your entire team takes a communication style assessment. It can also be a fun team bonding activity.

Tips for Giving Effective Employee Feedback

Private meeting: Address the feedback recipient one-on-one. Privacy helps to avoid embarrassment and eliminates distractions.
Begin by expressing gratitude, humility, and empathy: Thank the individual for meeting with you and explain how difficult the situation can be. Before moving on to criticism, praise everything that can be praised. Explain the problem and, if relevant, admit any fault you may have contributed to the problem.
Use specific instances of unacceptable behaviour: The feedback recipient should be reassured of a recent, particular instance of unacceptable behaviour.
Focus on the consequences of actions: Ensure that the person receiving feedback understands why she continues to rethink her behaviour (e.g., because it costs the company time and money, negatively impacts other people's work, etc.). Describe how the behaviour affects you.
Outline your future expectations: Communicate the changes you anticipate will occur. It can be beneficial to collaborate on potential solutions or to inquire about how you can specifically assist them in achieving their objectives.
Describe your consequences: Inform them of the consequences of their actions. For example, a brusque tone could alienate other team members or even change how customers perceive the company.
Let the other individual keep their face: It's difficult to receive criticism, so be gentle and sympathetic! Leave the meeting with a smiling face and no indication of the meeting's topic, and give them permission to take the lead on addressing the problem with other team members or working on it privately.
Any and every improvement should be praised: When you notice positive changes, make sure to communicate them. This demonstrates to your team members that their efforts are appreciated and that you are paying attention.

Getting feedback

Receiving feedback correctly is just as essential as giving great feedback. The HR Mediation Academy's Founder and Principal Mediator, John Ford, shared his thoughts on accepting feedback with as below:

Feedback is essential for the health of any important relationship, but it is difficult to give and receive due to our tendency to interpret it as an attack. When you remember that the goal of feedback is to help you learn rather than embarrass or humiliate you, it's easier to accept it without being defensive and assume that the person giving it has good intentions. As with any important conversation, it is always a good idea to summarise at the end to ensure you understand the feedback provided.

–John Ford, HR Mediation Academy

While this strategy for feedback can be applied to all workforce members, there are a few key factors to consider based on your role. Supervisors, for instance, should be especially aware that they wield power over their subordinates. Supervisors should recognise that providing critical feedback to team members is extremely difficult, if not terrifying if they fear retaliation. As a result, supervisors should consciously solicit feedback and communicate to their employees that it is acceptable to express concerns. Then, regardless of the nature of the feedback, supervisors should express gratitude and encouraging words for their teams' open communication.

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