How to Give Feedback In The Right Manner
Research has proven that the best performance teams will be identified by the fact that they can give six positive comments for each negative one that is made. The worst performers are known to give one positive feedback for every three negative comments that they make. It is through the performance feedback that you give to people that they will have the chance to improve. As you read more, you will learn how to give feedback without hurting morale.
Always accent the positive. You will learn that effective feedback is not solely about feeding back on a number of performance areas. This is due to the fact that you can never miss something positive to say. It is through accenting the positive that you will be assured that there will be a chance of improving. Giving positive feedback will always improve performance. In the event that you show an employee that they have had a positive impact in the business, you will be showing that they are worth valuing and thus they will have the chance to have confidence in you. Always learn to find opportunities to acknowledge and note improvements or effort whenever you can. Always aim at being specific. General criticism is often allowed. With general praises, you will note that the person will not know exactly what you want him to keep doing. Always try to measure the performance when giving feedback. It is through this that these employees will identify where that have faltered.
It is important that you focus on the things that they have done and not who they are. It is important that the feedback that you give to the employees be pegged on their actions rather than their intentions and value. This will make them feel less threatened as well as allow them to focus on what they have to do instead of defending their hurt feelings. This will certainly encourage them. You will need to be honest in the way you criticize. In case criticism is well-intentioned, it can be responded to quite positively. With a track record of sincerity, you are assured of such positive feedback. With this kind of reputation, you can easily build mutual trust. Make sure that this feedback is instant.
Verify their understanding. It is necessary that you lay your expectations clearly majorly through training them. Feel free to let them go if it will serve them better. Always learn to ask a number of questions and listen too. It gives you the opportunity to be in the same thinking environment with them. Always give feedback only after you have been permitted. Agree on how to improve goals and timescales too. You can also ask for feedback on the performance feedback you have given.
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