HR Tips for Giving Productive Feedback

In order to grow and improve at work, it’s important to have access to repeated feedback and conversations focused on professional development. At all types of companies and at all levels, getting clarity and direct feedback is imperative for improving at your job and develop new skills. In order to make a commitment to the personal growth of your own and your managers, it is best to make it a priority to check in often with them and maintain a rapport with them. Feedback conversations play an important role in employee success; this is sometimes difficult when the feedback may be negative in nature.

Sometimes feedback sessions with an employee about performance means sharing criticism and unpleasant insights. This kind of feedback is necessary and it can be challenging to sugar-coat or offer your suggestions that does not upset the employee or make them feel offended. It is difficult for people to hear the less than perfect aspects of about how they are doing at work and even though your criticism is coming from a well-meaning mind-set, it is best to be aware that conversations about the negative performances of employees can come across as a personal attack.

The power of feedback lies in its ability to motivate. Just think about it, we are most motivated when the feeling comes from our inner being – If we feel that something is worth taking a risk, we are more motivated into putting s little extra effort in achieving it. Factors like company expectations or even worse, the fear of being fired don’t possess this kind of effect.The best kind of feedback is rooted in authentic intention for the team to grow and improve, personally and professionally. If this intention is lacking in your feedback, you will be losing out on a lot. Definitely, your team will agree and follow your suggestions, but their heart won’t be in it. To get more comfortable giving constructive feedback, it’s important that you practice and prepare. Learning best practices for giving helpful criticism can also help make these types of conversations less challenging.

Here are 3 important tips which will help you provide feedback that shows that you’re honestly concerned about the growth of the employee. And that’s something that can be turned into a powerful motivation factor. Read on to learn how to give criticism that’s strict yet productive so that you can be the best manager and leader possible.

Relationship Construction
Trust is an essential component which defines the relationship between your team and yourself. This atmosphere is very important for delivering constructive feedback – The team would not follow your advice 100% if they did not trust that you have their best interests at heart.

By demonstrating through your words and actions that you really care about their professional growth, you are making sure that when the time comes to provide feedback the team will take your words seriously instead of just brushing them off with “I’ll just do them so I won’t get into any trouble”.

Strengths instead of Weaknesses
We only consider feedback as an act that suggests improvements. This vision limits the benefits from giving and receiving feedback. By focusing solely on the weakness of your team you will be sending a negative message that might not help your team to improve specific aspects of their work.

The following strategy might work; find something that the employee is really good at and check if this skill is transferable and can be applied to the problem area of work. In doing this you will be encouraging your team to use their strengths across different areas of the company as it provides a feeling that they are applying these skills to help the whole business real its goal.

Method to Deliver Feedback
There’s no better way to ensure that your feedback is relevant than to deliver it as soon as possible after you make your observation. Talking about an interaction as soon as it occurs will help employees recall their behavior easily and then analyse it from the perspective offered during your feedback.

To make sure that your feedback is relevant it is important to deliver it as soon as possible. Discussing an event as soon as it occurs will help the employee recall their behavior immediately and could resolve it from the perspective offered during feedback. Be Specific, Clear and Honest. Refer to what instead of why this situation required feedback. To make feedback valuable your insight into the behavior that needs to be changed is important. Never Use a tone that can lead to misunderstanding this includes sarcasm or frustration.

Constructive feedback is in the end all about communication. By being objective and transparent, you will be able to deliver motivational feedback and help our team see the good in your words adopting your suggestions not to please you, but because they believe it’s worth the effort.