Constructive feedback in the workplace is extremely important: workplaces need effective communication to succeed and thrive. As well as increasing staff morale, feedback helps us learn more about ourselves, our strengths and weaknesses, our behaviours, and how our actions affect others. It also increases our self-awareness and encourages personal development.
Feedback doesn’t always have to be positive. Negative feedback highlights areas where we need to improve and helps make our work much better in the long run. However, it’s important that you give feedback skilfully and productively, otherwise it provides no basis for development.
We know that giving effective, constructive feedback can be difficult, so how can you do this and what are the benefits of doing so?
Being in teaching and training role, I need to ensure that my feedback is constructive and I use appropriate feedback phrases. Below are a few examples:
______________________________________________________
How to Give Effective Feedback
Giving feedback is important but knowing how to deliver it effectively is essential. Your feedback needs to be clear, concise, and purposeful in order to be useful. Here, we explain how to deliver effective feedback and offer some constructive feedback examples.
If you need to give negative feedback, such as on a piece of work, then you should initially start with what the employee has done well. As individuals, we tend to internalise criticism much more than compliments. Therefore, when you frame a criticism positively, employees are less likely to take it personally.
Instead of: “Your work isn’t written in line with our company voice.”
Try this: “I really like how you’ve approached this piece of work. I have identified a couple of instances where your writing doesn’t match the company voice, so please can you revisit these again.”
It’s important that your feedback is direct if you are to make it beneficial. Avoid making generalised evaluations about something and asking vague questions. Put as much detail into your comment as possible to make it specific and actionable.
Instead of: “You were great!”
Try this: “I really liked the introduction you gave in your presentation on Monday.”
Instead of: “Can you make your work a bit clearer and consistent?”
Try this: “Your spreadsheet is very useful and evaluative. However, the last two columns are not as clear as the rest of your columns. Please can you make them consistent with the rest?”
You should always focus on factual information and justify your feedback, especially if it’s negative. Try not to base your judgment on subjective information and personal feelings and emotions.
Instead of: “I’m not keen on how you answered that phone call.”
Try this: “I was pleased with how quickly you answered that phone call. However, next time please can you give the customer your name and ask how you can help?”
Giving actionable advice is incredibly important if you are going to give negative feedback. It’s pointless to criticise a piece of work if you don’t say how to improve it. You should always give pointers that the employee can work on and follow up your feedback to ensure they understand what to do.
Instead of: “I think you could improve your public speaking.”
Try this: “Well done for speaking in front of everyone, I know it can be daunting. For next time, try to look up a little more instead of looking down at your script. I have a book you can read to help you feel more confident to do this.”
You should always aim to give feedback frequently – don’t just wait for an annual appraisal before you let an employee know their progress. This is especially important if you’re not happy with the way an employee completed a task. If you don’t give feedback close to the time, the employee will unknowingly keep making the same errors.
Instead of: “I’ll discuss this piece of work with you in your next monthly one-to-one.”
Try this: “I’d like to discuss this piece of work with you. Please can you let me know a time in the next few days when you’re free to discuss it?”
Provide feedback face-to-face where possible, rather than on messaging systems or over email. This gives the employee the chance to ask questions and makes your feedback much more genuine.
Instead of: “I’ll email you feedback on your task.”
Try this: “I’d like to give you some feedback on your completed task. Please can you let me know a time in the next few days when you’re free to discuss it?”
There are so many advantages to giving your employees positive and negative feedback, as long as it’s communicated effectively. The benefits of using the above types of feedback are:
Feedback is extremely beneficial, so embrace both positive and negative feedback to create a more successful work environment.
#employeeengagement #employeeexperience #management
Contact Us for more information and to book your training
Directive Training / info@directivetraining.co.uk
01482 534336 / 07980 259686
