Feedback is an integral aspect of working life, not just for employees but also for the top management and managers and also, since feedback is a way for improvement. Don’t be overly excited when you learn about the performance review. It is the best type of constructive feedback used by managers worldwide. If properly delivered, appropriate feedback can encourage positive behaviour as well as correct lousy performance.
Tips for Providing Effective Feedback
Do your best to provide feedback and an enjoyable experience.
A performance or feedback review should not be viewed as a war or a time of revenge. When you’re the boss, it’s recommended to be aware and observe how this time is used efficiently and also ensure that the person who needs feedback is able to take it constructively.
Timing is important:
If you give feedback on an event that happened about two months ago, it isn’t making sense today. Feedback may be forgotten by the person receiving it, or the incident itself may be forgotten by the person receiving it. Therefore, it is recommended to give feedback immediately.
Feedback is continuous.
Don’t view feedback sessions as a once-a-year event; Instead, make them ongoing and frequent. So that both parties will know what they should expect from one another and there is less chance of conflicts, issues or worries.
Be prepared:
Before attending the performance review meeting, ensure that you have a list of specific remarks written down and you are aware of what you must say. Following the appointment without having your research done may not be able to convey to your employee the information you’re planning to say, and the meeting might be considered to be ineffective.
Criticize in Private:
Don’t make any comments or make a negative public statement regarding your team members or colleagues. Human nature will make mistakes; however, when you make mistakes, a person learns from them, so be sure to criticize the person in private, in a confidential discussion.
Commend Employees in Public:
Applauding in public can boost employee morale. They will be extremely happy and delighted that their hard work is recognized, so when you show appreciation, it’s ideal for announcing it whenever you can.
You should use “I” statements:
When giving feedback, don’t make general statements. Instead, make use of I, based on what you’ve observed, and you are expressing an opinion. Reviewing that is based on the opinions of others is not an indication that you are giving constructive criticism.
Limit Your Focus:
Keep your eyes on the problem you’re discussing in the course of the conversation because it’s easy to be distracted, and we often lose sight of the purpose of the discussion. Keep your eyes on the ball.
Give Specific Recommendations:
If you think there is a way in which the employee could be improved, then provide them with some specific ideas and request the employee to consider them. If the employee can provide something more specific to share, talk about it and then come to a decision about the areas that need improvement and the best way to improve them.
Feedback is a dialogue that can be two-way. You must know how to provide feedback effectively and be able to receive feedback in a constructive way. A person’s decision to provide feedback is a continuous process of receiving and giving feedback proving that feedback can be an effective method of personal growth.
Doing it correctly is not painful, demoralizing, or overwhelming. It’s not likely to be your preferred method of communicating with coworkers, employees, or your boss, but it has the potential to make your workplace a more efficient and happy place to be.
