How To Give Employee Feedback

Motivating employees is about more than charisma and vision. To help employees perform their best, a great leader will provide feedback — the right kind, at the right time. Feedback is an essential tool for any manager, whether in a small business or a large corporation.

Introduction

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Employee feedback is the core of personal and professional growth. Feedback can help an employee get better at what they do, and surprisingly employees crave feedback.

Employees don’t get enough feedback, and that when they do, the feedback is too vague.

It goes in the opposite direction than the old-fashioned methods like Annual Performance Reviews, but waiting a year to receive feedback is way too long. Employee needs frequent and sincere feedback.

Why frequent employee feedback is important

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Why we need to adapt to give frequent feedback? Because nowadays there’s 3 fundamentals truths:

Why frequent employee feedback is important

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Our environments are in a constant state of change

Organizations that evolve, survive

Feedback loops are the key to evolution

Frequent feedback as a way to improve team culture

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Helping employees grow will not only make them happier and more engaged, but it will make them provide better service to customers, leading to more profits.


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Lower turnover rates in companies that implement regular employee feedback.

14.9%FACTS ABOUT EMPLOYEE FEEDBACK


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Workers are actively disengaged when they get little or no feedback

4/10FACTS ABOUT EMPLOYEE FEEDBACK


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Of highly engaged employees receive feedback at least once a week

43%FACTS ABOUT EMPLOYEE FEEDBACK

How to give valuable feedback

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There is a proper way of providing feedback consistently that will produce fruitful results. We have identified eight ways you can offer employee feedback –it’s painless, immediate and will get you the outcome you need.

Focus on employees’ behaviors (what they do) rather than on their personality traits (what they’re like).

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Focus on the issue, not the person


Graphics have impact, and hard data has weight. In an instant, employees can see their progress — or lack thereof. Along with the graphic, include specific suggestions for improvement and

acknowledgment of jobs well done.

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Put your message in writing as well as delivering it verbally.


Specific feedback more effectively corrects or reinforces certain behaviors, enabling the brain to focus on something concrete. If you decide to congratulate employees as a group, be sure to

talk to each one personally as well.

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Make your feedback specific


Most people have probably worked with a manager who puts negative feedback front and centre. It’s an unpleasant and

generally unhelpful method. However, the boss who’ll bend over backwards to avoid confrontation by only offering positive

words even when they’re totally unwarranted.

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Right Balance Between Positive & Negative Comments


Goals help the brain focus. Make your employee feel that her contributions are valued and create a positive

emotion with the feedback.

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Connect your feedback with company goals


Even praise for some people is better delivered in a private meeting, rather than being pointed out in a

public arena: some people simply don’t like being the center of attention. And allow the opportunity of

feedback without a face-to-face meeting as it can make it easier for a person to say what they really think.

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Make it one-on-one


Ask for feedback from your employees on your own performance and on company policies.

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Feedback is a two-way street


One of the biggest mistakes that leaders make when they receive written feedback from employees, is they

don’t reply. An employee took the time out of their busy day to not only make your job easier, but give you valuable feedback that will improve the company.

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Reply and follow-up the conversation


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Questions to give employee feedback

What impact did you have last week?

What could have gone better last week? Why?

General questions

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If you had millions of dollars, what would you do every day?

Do you feel we’re helping you advance your career at a pace you would like?

Goals questions

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If you were CEO, what’s the first thing you’d change?

What is the #1 Problem at our company? Why?

Company questions

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What skills would you like to develop right now?

Is there an aspect of your job you would like more help or coaching?

Self-improvement questions

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What could I do as a manager to make your work easier?

What is something I could do better?

Manager questions

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Who are you friends with at work?

Are you happy with your recent work? Why or why not?

Manager questions

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How do you feel your work/life balance is right now?

What drives you? What motivates you to come to work each day?

Personal life questions

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How could we improve the ways our team works together?

What’s the biggest thing you’d like to change about our team?

Team relations questions

How to give employee feedback

Download our guide

https://www.newsteer.com/resources/how-to-give-employee-feedback?utm_source=slideshare&utm_medium=presentation&utm_campaign=employee-feedback











How To Give Employee Feedback

Leadership & Management

Transcript of How To Give Employee Feedback