Giving Feedback Without Jeopardizing Morale
Research has proven that the best performance teams will be identified by the fact that they can give six positive comments for each negative one that is made. The worst will make three negative ones for each positive comment. Giving performance feedback is integral in helping people to improve. As you on, you will learn more on how to provide feedback without compromising anyone’s morale.
Always choose to accent the positive. You will get to understand that effectiveness in your feedback is not just about touching on a few performance areas. This is due to the fact that you can never miss something positive to say. It is through accenting the positive that you will be assured that there will be a chance of improving. Improvement of performance has been known to greatly rely on positive feedback that has been given. If you acknowledge the positive contribution of your employee, you will show that you value them as well as build their confidence in you. Always learn to find opportunities to acknowledge and note improvements or effort whenever you can. It is important that you always remain specific. General criticism is often allowed. With general praises, you will note that the person will not know exactly what you want him to keep doing. You are reminded that you get to measure the performance before you give this feedback. This will make sure that these employees can relate to what they have done wrong.
It is necessary that you highlight their actions instead of what they have done. It is important that the feedback that you give to the employees be pegged on their actions rather than their intentions and value. This will make them to feel less threatened as well as give them room to focus on what they have to adjust rather than defend their hurt feelings. This will certainly encourage them. You will need to be honest in the way you criticize. In case criticism is well-intentioned, it can be responded to quite positively. This positive feedback can be brought about by a history of sincerity. This kind of reputation will also enhance mutual trust. It is recommended that this feedback be immediate.
Check their understanding. Let people fully understand your expectations their purpose through properly training them. You might let them go if it will allow them to find a more suitable job. It is important that you learn asking questions as well as listening. This will allow you to understand how they see things. Always give feedback only after you have been permitted. Agree on how to improve goals and timescales too. Feel free to ask for feedback on the performance feedback that you have given.