Letting your employees know about their performance and how much their inputs have been efficient to the company is important for the employer, the company itself, and the employees. The members of any organization, industry, or small business should develop professional bonds so they can be comfortable communicating and evaluating each other’s performances. The key to giving proper feedback lies in assessing performance, addressing shortcomings and praising successes.
Feedback must always carry with it a helpful response, regardless of how poor an employee may have been in their performance. This helps the employee address the feedback and adjust accordingly. Furthermore, any kind of personal prejudice ought to be avoided since it may hinder the professional relationship between employee and employer. Here are a few tips that employers should keep in mind when given the task of giving constructive feedback:
Be Frequent: Instead of giving your employees feedback biannually or quarterly, instead try doing so at least weekly. The company’s performances are dependent on its employee’s development, so it is imperative that the company regularly monitors its employee’s performance. Their strengths, weaknesses, attitude, and methods should constantly be reevaluated and adjusted with the changing nature of the business. Each assignment given to the employee should be followed up with an assessment of the results and how these could be modified in the future. This is a very important detail and that’s why in FeedYak’s corporate program we recommend 5 videos per month, including accomplishments. Through relatively frequent feedback, not only are your services benefitting, but you are also helping your employees understand their flaws and where there is room for improvement. This results in the employee’s personal and professional growth.
Neither Sugarcoat nor Blurt Out: The idea here is to help you compose yourself by using a professional yet accessible tone. Carefully select the words to be used aiming for clear and concise language in order to more effectively communicate with the employee. An employer may notice that an employee is lagging in their work and not realizing their potential. An employer’s job is not to scold or insult them, rather, intentionally address these weaknesses and identify where there is room for improvement. The key to giving employees feedback lies in helping them realize that they can do better and guide them in this direction.
Keep it Individual: Most forms of feedback should typically be directed toward an individual employee. This type of one-on-one interaction helps create an intimate and guided dialogue between employer and employee. Giving feedback in a group setting oftentimes leads to a confrontational, critical environment between fellow employees, a dynamic that is detrimental toward effective teamwork. As such, comparing employees to one another should be avoided. That is to say, an employer should assess an individual’s performance regardless of the performance of others so as to make the employee feel comfortable and be more receptive to future feedback.
Acknowledgment: Don’t merely focus on the employee’s shortcomings. According to the Harvard Business Review, offering positive feedback as well as constructive criticism is the best way to improve team performance (Folkman, 2013). Address their weaknesses while also admiring their efforts and the places where they have shown improvement. That way not only are you helping your employees feel appreciated for their input and efficiency, but you will also assist them to improve their overall performance.