How to give feedback to employees

Appropriate way on how feedback to employees is incredibly important in the development and performance stages of their experience. Your employees, especially the senior ones who no longer require monitoring, deserve to know how well they’re performing and how they can use their expertise to shape the company’s future.

More importantly, whether you are a part of HR or another team within your company or organization, it is your responsibility to provide constructive feedback. Leaders/mentors, on the other hand, frequently walk a tightrope when it comes to balancing constructive criticism and praise. You want to congratulate your employees while also correcting them without being too harsh.

When providing feedback, you need to be careful about all kinds of things you don’t usually think about. For example, selecting the correct setting, not only focusing on the negatives (feedback sandwich), and displaying a friendly body language and tone. Effective feedback ensures that your message is received clearly and that your employees are encouraged to improve their performance. If your organization is experiencing the opposite, it’s time to rethink your performance review process.

In this article, we have outlined some key techniques for offering successful feedback to employees. This way, your team will have the feedback they need to improve their performance or get their deserved evaluation.

how to give feedback to employees

Feedback To Employees 🤝

To avoid overwhelming your team when giving employee feedback, you have to keep a consistent routine. Rather than doing it only once a month, you can do it every week to engage more with your team.  

When you discuss constructively how something is working, how it is affecting an aspect of the business, and how you will solve it, you should provide specific examples as well as proposed opinions or solutions. This examines an employee’s work ethic and productivity and provides firm goals for professional growth. Employees who receive consistent feedback are more likely to remain committed to their jobs.

how to give feedback to employees

How to Create a Culture of Feedback 🤔

A feedback culture refers to an organization’s practice of sharing opinions, suggestions, and concerns with one another. A good feedback culture is one in which employees feel comfortable sharing their ideas, no matter the other person’s role. If employees see that their leaders practice what they lecture and that no one is above the system, they are more likely to engage in a healthy feedback culture.

Whenever you give feedback it is important to check that the feedback was received and the team goes on to make an improvement. That is why some companies implement weekly feedback.  This makes feedback a part of their weekly routine in order to provide a sustainable positive impact in the workspace for everyone.

how to give feedback to employees

Provide Actionable Advice ✔️

Effective employee feedback begins with the positives, moves into constructive criticism, and concludes with specific activities that will allow employees to improve. After you have relayed the bottom line of your critique, it’s essential that you provide instructions related to their potential improvement. It’s also a good idea to end on a positive note, so your employee leaves in a good mood with some optimism about the future.

Using this method will boost confidence in your staff because it demonstrates your interest in their long-term progress and success. The focus of their attention also moves away from the bad aspects of your critique because there is always the potential to grow and improve. Ideally, feedback should produce results that are relevant and measurable; so that everyone is on the same page.

Accurate Feedback 🙌

Always keep it professional when giving feedback while making sure to keep harsh/negative feelings to an absolute minimum. Address the “problem” accurately by giving some advice or idea on what the employee could do to perform better. Don’t make the critique personal or feel like an attack in any way, and be sure to keep it to facts, not vague opinions.

Positive Approach Feedback 🤗

People acquire insight into their achievements and opportunities for progress when they get constant, actionable feedback. Positive feedback is especially valuable since it improves morale, encourages good work, and gives people a feeling of purpose.

Keep in mind that you need a method that emphasizes an employee’s abilities, capabilities, and achievements. When you give positive feedback, you’re telling your team what they’re doing right and what they should keep doing. Overly critical feedback is the exact opposite, when you only focus on what went wrong it can leave your team feeling dejected and unmotivated.

how to give feedback to employees

Types of Feedback 💡

There are countless types of feedback available in today’s world. But we would divide it into two common categories.

  • Face-to-face Feedback (or virtual)

This is feedback from one person to another. Usually a manager to a team member. When we say ‘face-to-face’ we can also mean virtually. Which removes the need for actual meetings, making it ideal for remote workers. Usually, this happens through emails or even in casual Slack messages.

  • Anonymous Feedback

This type of feedback is quite different than face-to-face. The identity of the feedback participants is hidden, and the employees know there will be no hard feelings involved in speaking up. Incognito for Slack allows you to try anonymous feedback and learn more by clicking here. Incognito for Slack allows you to grow the ideal feedback culture for your team. This app will help you get to know the tough topics that you might have the chance to improve. Having a feedback flow where your team works daily will make your employee’s feedback as easy as sending a Slack. If you use Incognito for Slack, your name will be replaced by an anonymous animal alias to ensure complete anonymity. But the real value is in the two-way anonymous conversations giving leadership the ability to ask for more context or to share a suggestion.