Feedback is an important part of employee motivation in an evolving, always-improving workplace. Employees being responsive and adaptable to feedback is only one half of the equation. Managers, supervisors, and other leaders are the other half. Giving effective, motivating feedback is just as necessary.  

So how can you deliver feedback and constructive criticism to your team more effectively? In this issue of The Pulse, we take a look. 

Don’t delay. 

It can be very tempting to delay or avoid difficult conversations. And, often, giving potentially tough feedback is a difficult conversation; especially if the employee may not be entirely receptive. However, the best thing you can do is address the issues promptly.  

Having the conversation sooner rather than later is important for the following reasons: 

• It prevents the issue in question from continuing or worsening. 

• It gives the employee the opportunity to resolve things quickly and potentially make amends with other team members, if required.  

• Other employees’ morale may be suffering if the issues go unresolved.  

It’s also important to remember that an employee with a performance issue may not realize they have said issue without feedback. The kind thing to do is talk to them as soon as you can.  

Don’t blindside.  

Sometimes, if you bring an employee into a meeting to give them constructive feedback, and they’re not expecting it, the anxiety associated with the experience may prevent them from fully processing what you’ve said. Giving them a heads up about the topic of the discussion allows for them to be prepared.  

Be clear.  

Prepare what you want to communicate ahead of time. It should be very clearly explained where they are falling short in terms of their responsibilities and behaviors and how they can improve to meet your expectations going forward.  

Don’t make it personal. 

One mistake to avoid, if possible, is attaching any personal judgement to feedback. Often, when we work hard, it’s easy to feel a personal attachment to our work. We can conflate criticism of it, with criticism of us. Avoiding statements like “I’m unhappy with you,” or “you messed up,” can make the feedback experience easier on the recipient.  

Be open.  

There might be valid reasons why an employee’s performance is struggling. There may be another issue on your team that you’re not aware of. Be open to receiving feedback from them, as well, that may help resolve the issue. Ask your employee questions relating to the issue, rather than doing all the talking, actively listen to what they have to say, and keep an open mind.  

In conclusion… 

Without feedback and constructive criticism, none of us would ever improve. However, not all feedback is delivered equally. Ensuring that you communicate effectively when having these conversations is tantamount to your team’s success.