Happy Monday tells how to give feedback to employees to clearly explain their strengths and weaknesses and not to kill motivation. The Human System team has prepared detailed instructions on the topic of feedback in the company.
If you want to appreciate the importance of providing feedback to employees, try to draw a picture with your eyes closed. Something will come out, but it needs to be clarified. Employees who do not receive feedback from management feel the same way. They continue to do something and perform tasks, but they need help understanding whether they are doing it well.
And what could be worse than the lack of feedback? The fear of lack of feedback is especially great for new employees who have just been forced to perform their duties. In this case, a person may lose motivation and desire to work for the result.
So how to give employees the feedback they have good impressions and not a sense of inferiority? Let's take it to step by step.
Feedback: what it is and when it is given.
96% of employees say they want regular feedback on their work. But according to Gallup, 70% of professionals need the opportunity to communicate more with managers. Therefore, people need to learn how effective they are and lose engagement.
Feedback is feedback about the work or actions of an employee, colleague, boss, or subordinate.
As a rule, feedback is provided to employees:
- after evaluation (360, Performance Review, appraisal interview, Assessment Centre);
- at the end of the probationary period, for this there is a separate 90 Day Review Template;
- after completing an individual development plan;
- to develop the employee so that they learn about their growth areas.
Types of feedback to employees: when and which one to use.
You need to use a certain type of feedback depending on the specific situation. Below are the most common.
Positive: motivate, praise, inspire
The main purpose of such feedback is to praise the employee for good work, behavior, self-expression, etc. Positive feedback is considered one of the most effective ways of non-financial motivation. According to a Gallup survey, 67% of employees who regularly received positive feedback were fully engaged in the work process, compared to 31% whose managers focused on constructive and critical feedback.
Negative: prepare for resistance.
This feedback is perceived as the worst. After all, they are often a "blind spot" from the Johari Window technique. These are the shortcomings that a person does not see in himself but are known to others. Because of this, feedback with criticism is perceived negatively.
But despite this, negative feedback can be an excellent tool for employee development, but only if the person himself asks for such feedback. In this way, he declares that he is ready to develop and work on himself. According to Gallup, employees prefer receiving negative feedback to being left without it.
If you decide to provide your employee with critical feedback, listen to the research of psychologist Marcial Lozada. He claims that the ratio of criticism and praise should be 6:1. This means an employee needs six positive reviews for one negative one.
Constructive: both scold and praise.
According to a Harvard Business Review study, 57% of employees want to receive constructive feedback more than just praise. Constructive feedback allows employees to develop, as it correctly combines recognition of their merits and suggestions for working out weak areas.
Regular feedback is the best tool for employee retention.
And, as we found out, not only for retention but also for increasing their loyalty, engagement, motivation, and efficiency. Clear and regular feedback is a free and effective tool that will enable employees to develop and learn to separate emotions from facts. The most important thing is that specialists have an action plan after the conversation to improve their work and understand their strengths.
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