Useful tips for giving good feedback to staff

There is an old saying in business, "Tell me how you will measure me and I’ll tell you how I will behave".

This underlines the importance of feedback in the day-to-day operations of business.


Feedback can be used to "course-correct" employees who perhaps can be working more productively

and in tune with the management’s goals.


Feedback can also be used to encourage employees to keep up the good work.


Understanding how to give good feedback is important because:

• It stops small issues become large, disruptive ones



• It helps build trust in working relationships



• It promotes professional and personal growth



• It acknowledges individual and team achievements



• It resolves any misunderstandings

Being able to give effective feedback improves employee productivity, morale and makes the workplace

more enjoyable and rewarding.


How to Give Good Feedback

1. Feedback should be helpful and supportive
   
   
   Always try to ensure that the person is expecting some feedback and is ready for it. It’s worth asking
   
   
   them for their assessment of a situation before providing your feedback. Feedback should always be
   
   helpful and supportive, and not just used as a way to chastise employees.



2. Be Specific and Sincere
   
   
   It’s important that feedback remain objective at all times. Keep to the actual behavior you observed
   
   and not personality traits. "You’re much too chatty!" could be better expressed as "I observed you
   
   were away from your desk for long periods and I am worried about your productivity". Avoid vague
   
   statements and inferences.



3. Be Sincere
   
   
   Use" I…" statements "I saw…I heard..I felt". Describe how the behaviour affects you and use sincerity
   
   to get your message across. Don’t give out praise if you feel it really wasn’t deserved.



4. Provide Balance
   
   
   Always try to give out a balance of positive feedback and feedback for improvement. It’s always better
   
   to end with a positive comment and to encourage a response to the feedback. Remember, it’s much
   
   easier to de-motivate someone than motivate them.



5. Ensure Timely Feedback
   
   
   Feedback loses its effectiveness and negative if it is delivered too long after the situation under review.
   
   Don’t hold-back feedback of any kind and try to give it as close to the event as you can.

Providing Positive Feedback


Positive feedback is used for when somebody did something well. A very simple method exists for giving

positive feedback:

• Describe what the person actually did or said



• Describe why this action was effective

Ensure the "What" and "Why" method uses the points covered above. An example could be:


"I am very happy with your improvement report and summary. It was clear, concise and has raised a

number of points I will be acting on. Well done."


Providing Feedback for Improvement


Similar to positive feedback a good approach for feedback for improvement (remember – not "negative

feedback"!) is:

• Describe what the person actually did or said



• Show them a more effective approach



• Explain why that would have been better

An example; "I feel your comments about the improvement report came across as sarcastic and were

too general to be helpful. If you keep your reports objective and express your concerns clearly and

concisely we could really use your input".


Following some of the above tips will help you build up your team leadership skills and improve your supervisory management techniques as well as motivate and direct your staff.