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Being able to give good feedback to employees is an important skill for a manager. A manager\u2019s 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.<\/p>\n
It\u2019s important to remember that positive feedback is extremely important. It\u2019s 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\u2019s disruptive, inappropriate, confrontational, or rude.<\/p>\n
Key Takeaways:<\/b><\/p>\n There are three types of feedback: positive feedback, negative feedback, and constructive feedback.<\/p>\n<\/li>\n Feedback serves to encourage employees, help improve their work performance, and stop problematic behaviors.<\/p>\n<\/li>\n It\u2019s important to tailor the language of your feedback depending on its purpose.<\/p>\n<\/li>\n Be sure to avoid handing out criticism or corrections in public places, as that can lead to embarrassment and resentment.<\/p>\n<\/li>\n<\/ul>\n Feedback serves several purposes in the workplace. Being able to offer feedback to your employees<\/a> is an extremely important skill for a manager to have. This isn\u2019t just a matter of correcting problematic behavior, either \u2013 which is a necessary skill to have \u2013 but reinforcing positive behavior and making it clear that you pay attention to and support your subordinates.<\/p>\n Your employees aren’t going to be able to read your mind, so it\u2019s 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.<\/p>\n A manager\u2019s 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.<\/p>\n 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 \u2013 such as a yearly review \u2013 or an informal one. Oftentimes feedback given at the moment is the type that\u2019ll have the greatest effect.<\/p>\n Here are three varieties of feedback:<\/p>\n Positive feedback.<\/b> This is the type of feedback that tends to be overlooked. It\u2019s important to praise employees<\/a> when they do a good job. It shouldn\u2019t be constant, as that\u2019ll feel disingenuous, but it\u2019s important for employees to be aware when they\u2019ve exceeded your expectations.<\/p>\n 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.<\/p>\n<\/li>\n Negative feedback.<\/b> 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<\/a> 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.<\/p>\n Examples that require negative feedback are, for instance, if other employees complain that they\u2019re making inappropriate comments out of your hearing, if they\u2019re having a dispute with a coworker, or if they aren\u2019t meeting deadlines.<\/p>\n It\u2019s important to inform them that their behavior isn\u2019t acceptable and ask if there\u2019s 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\u2019ll tolerate can vary tremendously.<\/p>\n<\/li>\n Constructive feedback.<\/b> 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.<\/p>\n Constructive criticism<\/a> is most important when the employee is starting a new job. This can be if they\u2019re a new hire or if they\u2019ve 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\u2019re learning the ropes.<\/p>\n That\u2019s not to say that constructive criticism stops being useful \u2013 it doesn’t. However, if you\u2019re working with an experienced employee, you have to be sure that your suggestions are actually useful \u2013 especially if you\u2019re talking about their speciality. It\u2019s very easy to convince yourself you know more about their job than you actually do.<\/p>\n<\/li>\n<\/ul>\n 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:<\/p>\n What is the purpose of your feedback?<\/b> While this seems to go without saying, it\u2019s important to keep it in mind. If you\u2019re looking to stop a problematic behavior, then your feedback will be different than if you\u2019re trying to encourage them to try something slightly different. And, of course, positive feedback is another matter entirely.<\/p>\n 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\u2019t end up making the problem worse instead of better.<\/p>\n<\/li>\n When is the appropriate time to bring it up?<\/b> If you\u2019re praising an employee for a job well done, it\u2019s perfectly all right to give feedback in front of other employees. However, if it\u2019s criticism or a response to a problem, that should be discussed in private. You should also prepare yourself for some pushback \u2013 no one likes being told they\u2019re screwing up.<\/p>\n 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\u2019s going to know that the employee is getting a talking to, and even if they don\u2019t know what it\u2019s about, it\u2019ll still embarrass them. And embarrassment doesn’t encourage cooperation.<\/p>\n<\/li>\n How does this employee typically react?<\/b> You may need to alter your strategy depending on how they react to feedback. Most everyone\u2019s happy with positive feedback, but if you\u2019re planning to offer constructive criticism or negative feedback, then taking their reaction into consideration is a good idea.<\/p>\n That isn\u2019t 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.<\/p>\n 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\u2019re upfront with how they can improve.<\/p>\n<\/li>\n Feedback flows both ways.<\/b> 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\u2019ll have to fire<\/a> them. However, in most other circumstances, there should be some give and take.<\/p>\n It\u2019s also important for you to remember that you aren\u2019t 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\u2019s important to listen to these suggestions and take them into consideration.<\/p>\n<\/li>\n How well do you know the employee?<\/b> If you have to give criticism or negative feedback to someone you don\u2019t know well, it can have a stronger impact on them. Especially if they\u2019re new to the job or the position, they can take it as you\u2019re telling them they\u2019re screwing up or aren\u2019t good at their job.<\/p>\n 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\u2019ll be afraid that you have something terrible to tell them.<\/p>\n<\/li>\n\n
Why Feedback Is Important in the Workplace<\/h2>\n
Types of Feedback<\/h2>\n
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How to Give Good Feedback<\/h2>\n
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