Supervisors in every sector have been bothered by the same dilemma throughout the review process for generations: how can positive and negative feedback be presented in a way that truly improves employee performance? How can constructive criticism be given without demotivating staff, and how can appreciation be given in a way that encourages further development? What motivates an employee to accept constructive criticism seriously without taking it personally? What makes feedback persist, provide value, and result in actual change?
The Value Matters.
On both parties, regular doses of relevant feedback help to establish trust. Credibility leads to open ears and a calm, flexible response to performance evaluations, and credibility leads to open ears and a calm, flexible response to performance evaluations. Regular feedback changes the procedure from a dreaded occasion to a useful tool for everyday communication. Consider how frequent nudges and feedback may keep staff on track and help them achieve their objectives.
High Employee Appreciation.
A manager may spend an hour trying to come up with a delicate way to deliver criticism, while an employee fumbles in the dark, hoping for a clear indicator that she is or isn’t on the right road. Employees are typically more interested with receiving recognition than with executing a good job. Don’t be fooled by their tenacity.
Be to the Point.
This is a very regular occurrence. Managers are afraid to face employees or simply do not set out time to organize and schedule effective feedback meetings. Instead, they leave a remark or send a short email with the feedback sandwiched between other pieces of material. Employees cannot be expected to decipher their boss’s intentions or language – and with good cause. No one wants their staff to waste time trying to figure out what they’re doing. If managers have anything important and useful to say — whether positive or negative – say it, and say it clearly.
Giving feedback and managing employees is a never-ending effort with far-reaching consequences for your company. Empowering workers to solve problems and enhance the organization fosters a culture of development and creativity that will benefit any organization.
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