Providing feedback involves offering information or a critique, to individuals regarding their performance, behaviour, product or service. Feedback can be either positive reinforcing actions or outcomes or negative highlighting areas that require improvement or change. It serves as a tool for learning and enhancement. Here are some important aspects to consider when it comes to feedback;
1. Purpose of Feedback;
The primary objective of feedback is to support the growth and development of individuals or groups. Whether it pertains to performance creative projects or personal conduct feedback offers insights into how others perceive one’s efforts and results.
2. Constructive Feedback.
It is crucial for feedback to be constructive in nature – being specific and actionable – with the intention of helping individuals improve than simply criticizing them.
The effectiveness of feedback increases when it is provided promptly after observing the behaviour or performance, in question. This ensures that the details remain fresh in everyones minds.
feedback sessions that include both reinforcement and constructive input yield benefits. These sessions help prevent issues from escalating while also reinforcing behaviours.
It’s important to remember that when someone provides feedback it’s equally important for the recipient to be open, receptive and even seek clarifications if needed. In situations having a feedback loop where ideas or processes are refined through continuous exchange can be highly effective.
6. Feedback Approaches;
Feedback can be given in ways such, as face to face conversations, written evaluations, surveys or through digital tools and platforms.
7. Positive versus Negative Feedback;
While positive feedback. Reinforces performance or behaviour negative (or constructive) feedback highlights areas for improvement. Both types of feedback are crucial for growth; however the way in which negative feedback is delivered plays a role in ensuring it is received constructively.
8. Feedback across Contexts;
Feedback can occur in settings – between managers and employees, teachers and students customers and service providers as well as, among peers. The specific context often determines the method and approach used for providing feedback.
9. Being Specific and Transparent;
Ambiguous or vague feedback can lead to confusion. It’s essential to communicate what was done well and provide areas that need improvement.
Active listening is crucial when giving feedback. It’s important to listen and address any questions or concerns the recipient may have. This demonstrates respect and fosters a conversation.
To summarize providing feedback is a tool, for growth and development. When given in a manner and received with mind feedback can result in positive changes and overall improvement.
Nine Ways to Give Employees Feedback
Of course! Providing feedback to employees is extremely important, for their growth and development as for the overall wellbeing of an organisation. Here are nine effective ways to offer feedback to employees.
1. Begin with Positive Reinforcement.
Start by acknowledging and highlighting the employees’ achievements or positive contributions. This helps create a receptive environment before diving into any feedback.
2. Be Specific;
Avoid using vague statements like “You need to improve.” Instead provide examples of the behaviour or performance that you want to address. For example “During the presentation I noticed that you faced some challenges when answering questions from the audience. Perhaps we can work together to enhance your knowledge about our products.”
3. Use the ‘Sandwich’ Technique.
This technique involves sandwiching feedback between two comments. By starting and ending with remarks it helps soften any negative impact while keeping the employee motivated.
4. Focus on Behaviour, Not Personal Attributes;
When providing feedback, it’s important to focus on actions than making personal judgments, about the individual. Of saying “You are careless ” it would be more effective to say, “The report you submitted contained errors.”
5. It’s important to provide feedback in a manner after the event or behaviour has occurred. This ensures that both you and the employee have details, in mind making the feedback more relevant and effective.
6. Of talking at the employee engage them in a two-way conversation. Ask for their perspective. Inquire about any challenges they may have faced. This will provide context. Demonstrate that their input is valued.
7. If an employee is facing difficulties in areas offer guidance on how they can improve or provide training resources to support their development.
8. It’s to document feedback both positive and negative in professional settings. This documentation can be useful for reference, during performance reviews.
9. Don’t let the feedback session mark the end of the conversation. Schedule a follow up meeting to check on progress offer support. Acknowledge any improvements made.
Remember that the purpose of feedback is to assist employees in their growth and improvement journey not to demotivate or harshly criticize them.
Customize your approach to each person since everyone has sensitivities and varying levels of openness, to receiving feedback.
David Alssema is a Body Language Expert and Motivational Speaker. As a performer in the personal development industry in Australia he has introduced and created new ways to inspire, motivate and develop individuals.
David Alssema started his training career with companies such as Telstra and Optus Communications, and then developed Neuro-Linguistic Programming (NLP) within workplace training as principal of Paramount Training & Development.
As an author/media consultant on body language and professional development David has influenced workplaces across Australia. He contributes to Media such as The West Australian, ABC Radio, Australian Magazines and other Australia Media Sources.