Think of some advice that would support your employee to improve. Making your intentions clear in writing allows the employee to think more constructively about how they can meet your expectations. Note down the specific behaviors that need changing, and then think of some possible solutions. ![]() When you’re ready, you’ll be much better able to listen to the employee’s perspective and offer helpful, if honest feedback. So many problems arise when we give feedback in a fit of pique! If there is a situation that has upset you, give yourself some space from the individual until you cool off. 3.ĝon’t give feedback when frustrated or angry This makes it clearer for the employee, and depersonalizes negative criticism. Keep your feedback grounded in events, actions and behaviors - not personality traits. Instead, you’re offering something specific and actionable. This places the feedback into context – it’s not a personal attack. Then, lead into the feedback from there, ‘While your presentation skills are really excellent, I think you could improve on your engagement during team meetings’. This helps prevent the employee from catastrophizing about their performance – and makes it clear you are focusing on one area of performance.įor example, you might thank them for an excellent presentation they gave last week. While this can seem disingenuous, it is important to keep a positive tone. Start with a positiveįorbes advises against a ‘compliment sandwich’ – where you put a criticism alongside two warm fuzzy compliments. □ Click here to listen to our webcast discussing the best employee development initiatives 5 Tips for Constructive feedbackĬonstructive criticism is a skill. Improve performance by offering actionable suggestions Makes areas for improvement more specific and understandable More beneficial for employees’ personal and professional development However, you can word suggestions for improvement in ways that are more conducive to employee development.īenefits of constructive feedback in performance reviews An ongoing feedback culture that combines regular reviews with one on one conversations is the best solution. Performance reviews aren’t the be all and end all. Managers should follow up with employees on criticism, and help provide solutions to any problem areas. Comments in appraisals should be evidenced with events and behaviors, not personality traits. It is possible to create a reviews process that is truly productive. Either employees are unaware of how to improve, or they are so conscious of their faults that they lose motivation altogether. This leads to a reviews process that does more harm than good. An annual performance review may assess employees based on work they completed 6 months ago. A simplistic rating on performance does not give a clear picture of how we can improve. On top of this, performance reviews are often designed in less-than-constructive ways. Others give out negative feedback carelessly – without thinking how it might impact on employee motivation. Many managers and leaders would rather avoid hard truths altogether than give honest, evidence-based reviews. This is probably because giving genuinely constructive feedback is tough. Constructive feedback feels notably absent. ![]() Employees often feel demotivated by traditional appraisals. ![]() Performance reviews are often a dreaded mark on HR’s calendar.
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