Providing constructive feedback is a skill that mangers are consistently working to improve upon.
Providing constructive feedback is a skill that mangers are consistently working to improve upon. In my 18 years of recruiting, I’ve developed a checklist of how to give good feedback that will yield results and help my team develop personally and professionally.
- The first thing to keep in mind is how and where you are talking to the individual. Choosing a private setting versus an open forum would be more effective than providing constructive feedback amongst their peers.
- Have open dialogue and open discussion with them and show empathy to understand why they were doing a particular action or behavior. Watch your tone as not to sound condescending or as you are raising your voice at them. Foster two-way conversation to get a better idea for the individual’s intentions in their actions.
- Keep the conversation as positive as possible with forward thinking ideas. Focus on a specific behavior or moment, rather than a personality trait, and give options for how to correct it and move forward. Tie the conversation to a particular observation.
- Be clear and concise on how to solve the problem. By having a specific method to fix the issue, the individual will be more likely to change his or her behavior.
- Give the individual time to digest what you’ve suggested. Change won’t happen overnight, but with ample and realistic time, they can modify their behavior to become a more valuable part of the team.
- Follow up. After giving them time to process the problem and solution, follow up with them to see if things have changed.
Giving constructive feedback is a crucial component to being a good boss and building a good team. While I’m constantly striving to improve my skills as a manager, this checklist has helped me to take steps in improving my management style.
Do you have an experience you’d like to share with us either as the employee or manager? Comment below.
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