Feedback can be very powerful. Those who seek feedback and accept it, position themselves to be more successful. Without feedback we are navigating in the dark. We need feedback because others see things we don’t: our strengths and our weaknesses.
Giving performance feedback is a growing trend. As we give and receive more feedback, it becomes prudent that we become more effective at the process and allocate dedicated time and effort to seek and provide feedback. Getting better at the feedback process is critical because if it’s not done in a well-thought-out and constructive manner, it can lead to misunderstandings, decreased morale and eventually employee burnout. We have put together a list of to help improve your feedback process:
1. Build A Two-Way Feedback Loop
Don’t Make the Feedback Process a One-Way Street. If you do all the talking in a feedback session, you eliminate the opportunity for the receiver to chime in and provide insight on their needs and concerns. Use a mirror-holding approach to help the other person reflect and express their perspective. This brings us to the next point:
2. Don’t Be the Middle Person to Deliver Feedback
Managers and leaders need to give it a second thought before passing on someone else’s feedback. Being the middle person in a feedback loop not only eliminates direct and honest conversation, it also deprives the receiver from presenting their side to the feedback provider. This approach may make the employee act defensively, feel judged or not obligated to hold themselves accountable to change.
3. Get to the Bottom of What You “Don’t Know”
What is your reaction when you observe performance issues with an employee? Jumping ahead, focusing on what you know and giving negative feedback are not always the most effective approach. When someone is not performing up to the expectations, the best thing you can do is to focus on the unknowns and set the facts straight. For example, if XYZ employee is having performance issues, it could be because they are not given the right tools to perform their work properly. Or if ABC employee has not been able to hit their deadlines in the past few weeks, it could be because they are dealing with too many tasks beyond what they are able to handle.
4. Give Feedback with Respect and Integrity
The path to improvement starts with being honest, direct, and straightforward with others and yourself. People who are effective at accepting feedback also rate highly on their integrity and honesty. When giving feedback, you should be honest, but you don’t have to be brutal. In order for feedback to be acknowledged, it needs to come from a respectful source. Be prepared to give honest and transparent feedback but share it in a respectful manner. Have no bias or favorites, when giving feedback.
5. Don’t Focus on the Negatives Only
Being better and more effective at what we do does not always mean that we only need to focus on eliminating our weaknesses. It also means we need to identify our most profound strengths and skills and boost the interaction of those skills. Leveraging strengths to fill any performance gaps can be a very effective tool to overcome weaknesses. Communicating strengths not only helps prevent burnout, it also boosts employee confidence and empowers them to continue to improve.
6. Encourage Peer-to-Peer and Bottom-Up Feedback
In corporations, feedback is normally received using a top-down approach. However, the most impactful forms of feedback are the ones obtained following a peer-to-peer or bottom-up approach. Bottom-up interventions have been shown to be more effective in promoting work engagement.
Collaborative approaches such as this create opportunities for feedback, brainstorming and constructive criticism and often lead to better outcomes.
7. Don’t Forget to Give Feedback on Minor Issues
The best time to give that feedback is as soon as possible. First, it saves you the burden to remember the details later. Second, addressing minor issues early on is far more manageable than dealing with more difficult challenges when issues pile up and become more complex.
8. Pick the Right Timing
If you try to squeeze a feedback session into the two minutes you have before your next meeting, you’re not only missing an opportunity to help your team improve, but may also be creating an environment of distrust. This approach can lead to employee burn out and job dissatisfaction, leaving your team feeling confused, disrespected, and undervalued. Next time you need to give feedback, schedule a dedicated one-on-one meeting with enough time for a meaningful exchange, allowing the other person to share their perspective as well.
Giving feedback can be a very effective tool when it’s done properly. To ensure its effectiveness, it should be specific, constructive, and timely. Focus on the behavior or action rather than the person, and offer suggestions for improvement rather than just criticism. Balancing positive reinforcement with areas for growth can help the recipient stay motivated and engaged.
Additionally, creating a supportive environment where feedback is seen as a means for development rather than a personal attack will foster a more productive and open dialogue.
