10 ways to give constructive feedback in workplace
A nod of the head, a knowing wink of the eye, and a simple “way to go” are ways a conscientious leader shows approval. Such habits are welcomed by most employees. But, they may not be enough. Most managers need to pursue these 10 ways to give constructive feedback in the workplace.
In its 2009 study, Gallup® research reports:
As important is the fact that the degree of employee engagement increases with the incidence of constructive feedback.
What constructive feedback looks like:
Constructive feedback is criticism in the best sense of the word. It informs, explains, coaches, encourages, and so on. At best, feedback is a reciprocal conversation, an exchange aimed at fixing, improving, or devising a solution.
Under legacy management, feedback is given annually in a performance assessment. It is usually limited to a checklist reflecting the manager’s perception. The manager’s perception is naturally limited to recent performance issues. It is simply more likely that the manager will remember the negative event of a month prior rather than the strong positive outcome of six months before.
However, best practices provide constant timely feedback with tools like BizMerlin’s Instant Feedback. Constructive feedback thanks employees for jobs well done. It shows appreciation for employee input and solutions. It meets with employees regarding the nature of their work function and needs to redefine the function and/or re-evaluate its performance goals. It recognizes individual and team success. Writing for BizMerlin, Megha says, “Expressing admiration and appreciation of someone’s work well done is an effective way of motivating and inspiring individuals to perform even better.”
10 ways to give constructive feedback in the workplace:
Criticism is a negative act by nature. Making it “constructive” is really a matter of structuring a self-discovery event for the employee. Done right, it strengthens relationships and improves outcomes. Well done, it coaches, mentors, and models behavior. Properly done, it builds on the kinds of specifics and details secured, retained, and integrated on a platform like BizMerlin. It makes things easy with tools that define goals and set targets. It remembers things managers tend to forget. It posts recognition and lets employees check-in at will. It tracks progress and coaches self-improvement. It solves your management problem with the data you need to support these 10 ways to give constructive feedback in the workplace.
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