Giving and getting honest, timely feedback is the key to establishing a leading company. As managers we know this. But, knowing and doing are two different things!
The fact of the matter is that giving feedback can be painful and awkward. In many cases, that “pain” is just because we don’t know how to deliver the feedback effectively. Some common feedback mistakes include:
- Speaking out only when things are wrong.
- Providing generic praise without specifics or an honest underpinning.
- Waiting until performance or behavior is substantially below expectations before acting on it.
- Giving negative feedback in public.
- Criticizing performance without giving suggestions for improvement.
- Not conducting regular performance reviews.
So, how should you deliver feedback? Here are a few tips:
Be proactive. Nip issues in the bud and avoid messy interpersonal tangles that result from neglected communication. If you meet with employees regularly to give feedback, it conveys, “Your success is important to me, so I want to be accessible to you.”
Be specific. Although it’s not easy to provide negative feedback, it’s important to be as clear as possible by giving specific examples that illustrate your point. Instead of saying, “Your attitude is bad,” say, “When you miss deadlines, then cross your arms and look away when I discuss it with you, it gives me the impression that you don’t care about the quality of your work. Can you help me understand this behavior better?”
Develop a progress plan. Be clear about the specific changes in behavior that you expect in a specific period of time, and follow up as scheduled.
Link employees’ performance to organizational goals. Reinforce the value of your employees’ contributions by giving specific examples of how their work and positive behaviors serve the organization and its customers.
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