Giving relevant feedback to your employees can help them be more productive and upskilled. Employee feedback has outgrown the monthly performance review method that improved employee development. <\/p>\n\n\n\n
But when we think of the feedback and reviews, we can only think of the bitter memories and see no scope for improvement or reflection of self-confidence. Because most organizations do not know how to convey their feedback. <\/p>\n\n\n\n
The method can only be changed when we learn to give spontaneous opinions,<\/strong> which will help provide people with better feedback. <\/strong><\/p>\n\n\n\n Whatever your position, the feedback you give does not necessarily have to be intimidating. It can be comforting to your fellow employees or juniors if it is given appropriately. There are different kinds of employee feedback that you can keep in mind for your next review meeting, or any meeting, for that matter. <\/p>\n\n\n\n It means if we want someone to keep doing certain positive tasks continuously, we reinforce the person to that particular task. Giving negative feedback means we will be only telling them what not to do; this will not boost their confidence and may hinder their productivity too. <\/p>\n\n\n\n Reinforcing feedback will be more effective as the employee is always reminded of what is needed more and it will boost confidence too. <\/em> <\/p>\n\n\n\n Reinforcing feedback can be given at any point, and there doesn’t need to be a one-on-one discussion regarding it. You should not wait for the meeting, especially when the review is positive. Your employees will appreciate the unexpected positive reviews, and it will help boost their confidence as well. <\/p>\n\n\n\n You must have heard the connotation of “sandwich feedback.” <\/em>This means sandwiching a negative review between the two positive reviews<\/strong>.<\/em> This is called redirecting feedback. Before giving any kind of redirecting feedback, it is important to know if the other person is in a mental state to work on it and listen to it carefully. <\/p>\n\n\n\n You can always start with the questions like \u2018I want to give feedback, is this the right time\u2019, and \u2018I have been meaning to share my insights on your work\u2019. \u2018Can be debriefed\u2019 etc. <\/p>\n\n\n\n These are the ways wherein you can start a conversation and then put forward the required feedback. <\/p>\n\n\n\n This feedback is given by a third party and you are just a communication medium. If you are a manager many times you will be hearing feedback from others about your teammates and then you have to convey the same. <\/p>\n\n\n\n You must know how to deliver the feedback appropriately so even if it is negative feedback; the employee should not feel demotivated. <\/p>\n\n\n\n You can always start by \u201ccan I share with you a bit of feedback that I have been hearing\u201d <\/p>\n\n\n\n You must be careful when you are giving feedback to your employees or anyone especially you should beware of the language you use. <\/p>\n\n\n\n Here are some tips that you can utilize while giving your feedback to your employees\/teammates. <\/em> <\/p>\n\n\n\n You should always put yourself in that person\u2019s shoes and see if he is in the right mindset to receive feedback. Irrespective of the type of feedback you are trying to deliver, you must see if the person can receive the feedback openly. <\/p>\n\n\n\n You must know why you are giving feedback to the person and what outcomes you want from that conversation. You can put forward suggestions as well on how they can achieve the given goals. Your feedback should provide enough knowledge for a person to know if he has to stop certain tasks or continue to work. <\/em><\/p>\n\n\n\n Telling someone you did a good job or you didn\u2019t is quite vague. It is important to be specific if you want to give effective feedback to your employees, you must be specific regarding your examples. <\/em><\/p>\n\n\n\n You can tell \u201cyou did this task brilliantly because of the way you handled the client, etc.\u201d This will indicate to the employee what to do and what not to do. <\/p>\n\n\n\n Avoid giving personal feedback that will do no good and instead give actionable feedback. \u201cYou are lazy.\u201d Avoid making such personal comments as they will demotivate the employee, make them defensive, and hinder their productivity. <\/em><\/p>\n\n\n\n Try that the goals are futuristic to direct the employees to particular goals. <\/p>\n\n\n\n As an employee, sometimes you require feedback to know how your performance has been or what you can improve. The more feedback you receive and incorporate into your tasks, the better you perform. <\/em>You can start by asking for feedback from your team lead, manager, etc. So that you can perform your tasks better. <\/p>\n\n\n\n You can simply begin by asking questions like: <\/strong> <\/p>\n\n\n\n Sharing feedback is one thing, but receiving feedback well is also one thing. So, you must take feedback for improving yourself and your work. Here are some of the things that you can follow: <\/p>\n\n\n\n You must be a good listener to receive feedback well.<\/em> Whenever someone is giving you any type of feedback, make sure you listen patiently; not every piece of feedback will be positive. <\/p>\n\n\n\n You must be open to suggestions, as everyone has room to grow. You need to seek these opportunities to grow and become better. <\/em><\/p>\n\n\n\n If you didn\u2019t understand someone\u2019s review, you can always ask follow-up questions to understand it better. It is always good to ask questions so the other person also knows that you are interested in receiving feedback. <\/em> <\/p>\n\n\n\n Receiving feedback is not enough and you must act on the feedback as well. Try to make up your goals based on your feedback and see how you can achieve the same. <\/em><\/p>\n\n\n\n Giving feedback is a tough task when you don\u2019t know how the other person is going to behave. Hence, when someone is giving you feedback appreciates the person so he or she will be encouraged to give more feedback next time too. <\/p>\n\n\n\n For team leads, to ensure your team is working at its full potential, drop down the valid feedback points. And for the employees make sure you are receiving the feedback and acting on it for your growth. <\/p>\n","protected":false},"excerpt":{"rendered":" Giving relevant feedback to your employees can help them be more productive and upskilled. Employee feedback has outgrown the monthly performance review method that improved employee development. But when we think of the feedback and reviews, we can only think of the bitter memories and see no scope for improvement or reflection of self-confidence. Because […]<\/p>\n","protected":false},"author":4,"featured_media":3525,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[57,10],"tags":[],"class_list":["post-1879","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employee-onboarding","category-employee-training"],"yoast_head":"\nTypes of employees feedbacks <\/strong><\/h2>\n\n\n\n
1. Reinforcing\/redirecting feedback <\/strong> <\/h5>\n\n\n\n
2. Redirecting employee feedback<\/strong><\/h5>\n\n\n\n
3. Third-party feedback <\/h6>\n\n\n\n
Tips to give effective employee feedback<\/strong> <\/h2>\n\n\n\n
1. Be conscious of the time<\/strong><\/h5>\n\n\n\n
2. Be prepared<\/strong><\/h5>\n\n\n\n
3. You can provide exact examples <\/strong><\/h5>\n\n\n\n
4. Focus on actionable feedback<\/strong><\/h5>\n\n\n\n
How can you receive feedback? <\/strong><\/h2>\n\n\n\n
\n
1. Just listen <\/strong><\/h5>\n\n\n\n
2. Be open<\/strong> <\/h5>\n\n\n\n
3. Follow up<\/strong> <\/h5>\n\n\n\n
4. Act on feedback<\/strong> <\/h5>\n\n\n\n
5. Show gratitude <\/strong> <\/h5>\n\n\n\n