Good Feedback Examples For Employees

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Being able to give good feedback to employees is an important skill for a manager. A manager’s main job is to bring out the full potential of their employees and make sure they have what they need to do their jobs. That means that being able to encourage them, point them in the right direction, and stop problematic behaviors are necessary skills.

It’s important to remember that positive feedback is extremely important. It’s also necessary for you to be able to stop troublesome behaviors before it causes problems for the team at large. Part of your responsibility is to protect your workers, and that includes from an employee that’s disruptive, inappropriate, confrontational, or rude.

Key Takeaways:

• There are three types of feedback: positive feedback, negative feedback, and constructive feedback.

• Feedback serves to encourage employees, help improve their work performance, and stop problematic behaviors.

• It’s important to tailor the language of your feedback depending on its purpose.

• Be sure to avoid handing out criticism or corrections in public places, as that can lead to embarrassment and resentment.

Why Feedback Is Important in the Workplace

Feedback serves several purposes in the workplace. Being able to offer feedback to your employees is an extremely important skill for a manager to have. This isn’t just a matter of correcting problematic behavior, either – which is a necessary skill to have – but reinforcing positive behavior and making it clear that you pay attention to and support your subordinates.

Your employees aren’t going to be able to read your mind, so it’s important to let them know when they do something wrong or something especially well. Feedback can also be a way to try to resolve problems. If someone seems to be struggling, then asking them about it can lead to a solution to the problem that may have otherwise been missed.

A manager’s job is to support and guide the people on their team. That means that they have to be able to offer assistance and guidance and help their team members overcome obstacles when needed.

Types of Feedback

Feedback can fall into a few different categories, depending on its purpose. Usually, employees will end up getting a mix of different types of feedback over the course of their careers. Feedback of this sort can be given in a formal setting – such as a yearly review – or an informal one. Oftentimes feedback given at the moment is the type that’ll have the greatest effect.

Here are three varieties of feedback:

• Positive feedback. This is the type of feedback that tends to be overlooked. It’s important to praise employees when they do a good job. It shouldn’t be constant, as that’ll feel disingenuous, but it’s important for employees to be aware when they’ve exceeded your expectations.

  This has a two-pronged effect. The first is that it makes it clear what you want from your employees. The second is that it acknowledges their time and effort. It can begin to feel pointless to give your all to a project and have no one take notice of it. That can easily lead to decreased engagement and resentment.

• Negative feedback. While this could fall under the umbrella of constructive criticism, it tends to be harsher than that. This is when an employee makes a mistake or violates the code of conduct. Feedback of this type is a warning combined with an offer to help with any issues that may have led to this.

  Examples that require negative feedback are, for instance, if other employees complain that they’re making inappropriate comments out of your hearing, if they’re having a dispute with a coworker, or if they aren’t meeting deadlines.

  It’s important to inform them that their behavior isn’t acceptable and ask if there’s something that you can do to help. Depending on the nature of the problem, what you can and should do to help and what you’ll tolerate can vary tremendously.

• Constructive feedback. In this case, the purpose of the feedback is to help improve their work rather than tell them they’re doing something wrong or to discourage their behavior. Getting the balance right on constructive criticism can be very difficult and will likely vary from person to person.

  Constructive criticism is most important when the employee is starting a new job. This can be if they’re a new hire or if they’ve recently gotten a promotion and are working in a new area. In these cases, constructive criticism can help point them in the right direction as they’re learning the ropes.

  That’s not to say that constructive criticism stops being useful – it doesn’t. However, if you’re working with an experienced employee, you have to be sure that your suggestions are actually useful – especially if you’re talking about their speciality. It’s very easy to convince yourself you know more about their job than you actually do.

How to Give Good Feedback

Giving effective feedback is an art. However, there are strategies and rhetorical tricks to help it be better received. Here are some things to keep in mind:

• What is the purpose of your feedback? While this seems to go without saying, it’s important to keep it in mind. If you’re looking to stop a problematic behavior, then your feedback will be different than if you’re trying to encourage them to try something slightly different. And, of course, positive feedback is another matter entirely.

  Try to tailor what you’re going to say to its purpose. Take the time and setting into account as well so that you don’t end up making the problem worse instead of better.

• When is the appropriate time to bring it up? If you’re praising an employee for a job well done, it’s perfectly all right to give feedback in front of other employees. However, if it’s criticism or a response to a problem, that should be discussed in private. You should also prepare yourself for some pushback – no one likes being told they’re screwing up.

  Depending on the situation, you may also want to avoid calling them into your office. Unless you call people to your office regularly for any number of reasons, everyone’s going to know that the employee is getting a talking to, and even if they don’t know what it’s about, it’ll still embarrass them. And embarrassment doesn’t encourage cooperation.

• How does this employee typically react? You may need to alter your strategy depending on how they react to feedback. Most everyone’s happy with positive feedback, but if you’re planning to offer constructive criticism or negative feedback, then taking their reaction into consideration is a good idea.

  That isn’t to say that you should tiptoe around an issue because they might react badly, but be prepared for that reaction and have an idea of how to deal with it.

  Some people will have a defensive reaction at first but will then try to follow your suggestions. Others are more likely to become entrenched, and others prefer that when you’re upfront with how they can improve.

• Feedback flows both ways. If at all possible, feedback should be a dialog. There may be circumstances where an ultimatum is required, such as in the case of inappropriate behavior. They need to be told they must stop, or you’ll have to fire them. However, in most other circumstances, there should be some give and take.

  It’s also important for you to remember that you aren’t without flaws, either. If an employee is struggling with something and you ask how you can help, they may offer changes in your management style. It’s important to listen to these suggestions and take them into consideration.

• How well do you know the employee? If you have to give criticism or negative feedback to someone you don’t know well, it can have a stronger impact on them. Especially if they’re new to the job or the position, they can take it as you’re telling them they’re screwing up or aren’t good at their job.

  That may mean that you have to lead it more carefully. Remember, though, that excessive avoiding of the subject tends to lead to anxiety, as they’ll be afraid that you have something terrible to tell them.

• Has there been a change in their behavior? If a very productive employee suddenly starts falling behind in their work, something likely happened. It may be an issue in their personal life, some form of harassment at work, or an illness. A situation like this should be approached in terms of how you can help them.

  If it’s an issue in their personal life, then there may not be much you can do to help. However, you can be compassionate, offer them leave (if the situation qualifies) and give them some time to recover. In a circumstance like that, it’s all too easy to completely alienate them and lose an excellent employee.

• Remember to listen. Sometimes when giving feedback, we can get caught up in what we’re saying and how we feel about it and fail to listen to the response that the employee gives. Some people may not reply right away, which may mean you’ll have to check in with them later. Others will want to discuss it.

  In most cases, a dialog is what you want. You want to be able to discuss whatever the issue is with them so that you can come up with a solution together. Encourage them to communicate and to think about the problem if they need to.

  Not everyone will have a solution right away. That means that you may need to follow up, particularly if it’s uncomfortable.

Examples of Feedback

There are several different ways to give feedback. Depending on the type of feedback, the way it’s given will vary. Here are some examples.

Employee Feedback FAQ

1. How can employees give feedback to their bosses?

   Giving feedback to your boss will depend on the relationship you have with them. Ideally, bosses should be open to feedback from their employees in the same way that employees should be open to it from them – and from one another. However, that isn’t always true.

   If you have a boss that’s receptive to feedback, then consider it in the same way you’d consider giving feedback to anyone else. Be aware of what you want to convey, choose your words accordingly, and be ready for a conversation. It’s likely best to try to start with feedback that’s directly related to your job before branching out, if applicable.

2. What is employee feedback?

   Employee feedback is feedback given to employees about their job performance. It can serve the purpose of encouraging a behavior, stopping a problematic behavior, or helping to improve job performance.

Author

Di Doherty

Di has been a writer for more than half her life. Most of her writing so far has been fiction, and she’s gotten short stories published in online magazines Kzine and Silver Blade, as well as a flash fiction piece in the Bookends review. Di graduated from Mary Baldwin College (now University) with a degree in Psychology and Sociology.