How to give constructive feedback?
There can be any point in your career where you are required to give feedback. Not only is feedback given to the juniors, but you can also give feedback to your colleagues about their performance. Are you looking out for ways in which you can give constructive feedback? Let’s help you out with my Master Class With Tapas. It is very difficult to provide constructive feedback and requires skills to properly utilize your words.
Establishment open trusting
You need to gain the trust of your employees so that they can believe the feedback you give them. Be transparent with them so they understand that you will not favor anyone and will also not be partial.
Appreciate their work
They will be more likely to be connected to your feedback. This will also help you develop as a leader who must not focus on their flaws but is ready to appreciate them in things they do correctly. There needs to be a perfect balance in things, and when you analyze their efforts after your feedback, you will surely notice huge growth and improvement.
Balance the negative and positive
When getting feedback from the managers, some employees feel scared about what will come to them. If you are a budding manager, then you must keep in mind that there has to be balanced in your thoughts and words. For example, it was a marvelous presentation, but just a little detail can make it out of the box. This way, your employee will make sure that you are happy with his performance.
If you have an employee who is lacking in his work, you need to play with your words so that your words reach him and he does not lose his confidence. For example, you can say that you performed well this time in certain areas, and for the areas where you are lacking behind, I will be there to guide you and help you in improvement.
Be specific
Now, this has to be paid focus on. You just cannot go ahead and create stories in your feedback. You need to be crisp in your words so that the employees take you seriously. You do not have to lose track and add personal talks in between but be firm on your points so that they take you seriously and work out the areas that need special attention.
Talk face to face.
Now that we are moving to offices and the work-from-home culture is ending, it is a good idea to talk to your employee in a one-on-one session. Writing an email or message will not have that much impact, but when the employee is there in front of you, it will do wonders.
Focus on the issues
If you feel that several points need to be improved, then you must keep them on maximum focus in your feedback. I do not say that you need to talk only about negative points, but to improve your performance, you need to focus on the major areas. Lame feedback will make your employees take you lightly and will not generate the right outcomes. Explain things to them in a manner that gets straight inside their mind and give them a clear perspective of what you need.
In the end, I would like to say that a manager needs to have a smile on his face while giving feedback, but constructive feedback has a blend of positives and negatives. You need to bring out the correct words so that your employees are motivated and ready to work harder.