Whether you are a boss, employee, or both, feedback is vital to all parties. Feedback is generally a two-way street, but the employee is generally in the dark.
So, what happens when they get feedback? What information do they need to be able to take that feedback and apply it to their job?
First, an individual needs to trust the person delivering the feedback. Trust is important because the information receiver needs to believe that the feedback was given thoughtfully and with the receiver’s best interest in mind.
Having this trust allows an open dialogue between manager and employee, which is key to improving their performance. When communicating with employees, managers should always make sure they talk in terms of behaviours rather than attributes.
Give effective, actionable employee feedback
The feedback that is constructive is vital to employees’ ongoing development. It should be seen to improve performance, not punish staff for their mistakes.
Feedback can be positive or negative and should be given to support learning. For example, if an employee has made an error and caused a delay or problem, you could say: “I’m concerned about the time this has taken to resolve. We have missed our deadline, and there will be repercussions.”
Feedback should focus on the behaviour you want to see rather than the person. For example: “I need you to give me more notice if you’re going to be late for a meeting.”
- When giving feedback, it’s essential to consider the timing and location of your conversations. For example, if someone has just made a mistake or poorly performed, it’s best to wait until they have finished what they were doing before having the conversation. Likewise, if you need to deliver bad news concerning someone’s job, it’s best to do so face-to-face. This gives the employees time to digest what has been said and ask any questions they may have.
- Constructive feedback helps in identifying errors, shortcomings and improvement opportunities. It is also a key to motivating employees to perform better at work.
- In the absence of regular feedback, employees do not know where they stand with the organisation or their immediate superiors. They may tend to be insecure about their performance and not work as effectively as possible.
- If you are in a supervisory role, you need to learn how to give feedback so that your employees will know where they stand in terms of their performance and understand what they need to do in the future to be successful in your business.
The Importance of Feedback
A supervisor needs to provide precise feedback because employees usually want to do an excellent job for their supervisor. They want to succeed at work, and they want their supervisor’s approval. However, if you don’t provide them with feedback, how will they know how well they’re doing? How will they know what steps they need to take to improve their performance? The process of asking questions and providing feedback is referred to as “coaching.”
Some supervisors are uncomfortable giving negative feedback. However, that doesn’t mean you should avoid giving it at all costs. If a particular employee is not meeting your standards, you need to clarify what those standards are and let that person know if they are falling short.
The importance of giving effective feedback cannot be overemphasised. Feedback, when done correctly, can act as an impetus for improvement. The value of feedback can be increased if it is:
- Timely – It should be given at the right time and not be delayed for too long.
- Specific – It should contain detailed information rather than generalities.
- Constructive – It should be constructive and help the employee improve his performance.
- Focused on behaviour and results – It should focus on the behaviour or action that needs correction, rather than on personality traits or character flaws.
- Direct – It should deal directly with issues instead of making them or being vague about them.
Receive feedback gracefully and put it to good use
As an employee, you may think that feedback is just a way for the boss to tell you what you’re doing wrong, but it can be much more.
In fact, feedback is one of the most critical elements of your professional development and growth. It’s a tool you can use to improve your performance at work, as well as in life. If you don’t know how to accept constructive feedback without feeling defensive, here are some tips:
- Step back from the emotion. When you’re being criticised, it’s natural to feel defensive. Once the immediate emotional reaction has passed, ask yourself if there’s any truth in what was said. If there is, ask yourself why you didn’t see it that way in the first place and reflect on how you might handle it differently next time.
- Stop arguing with yourself. You may find yourself thinking, “I wouldn’t have done it that way,” or “That’s not fair.” Don’t argue with what was said; instead, take note of how you felt when receiving the feedback and consider whether you might change your mindset to improve next time around.
- Think of it as information. To ensure your pride doesn’t get in the way of accepting feedback constructively, view it as information that will help you.
Feedback is a necessary part of growing and improving. It’s a critical aspect of employee-employer relationships. Feedback should be helpful, timely and provided positively.
Disclaimer:
The information presented on the VET Resources blog is for general guidance only. While we strive for accuracy, we cannot guarantee the completeness or timeliness of the information. VET Resources is not responsible for any errors or omissions, or for the results obtained from the use of this information. Always consult a professional for advice tailored to your circumstances.
