Mastering the Art of Constructive Employee Feedback

Providing employees with feedback is truly an art form. Just as there are few of us who can pick up a paintbrush for the first time and create a masterpiece, very few leaders are masterful at giving perfect feedback in every situation. The ability to offer feedback that resonates with employees and motivates them to change is a skill that must be cultivated.

Giving meaningful feedback not only has the power to bring positive results to your company, but it can also cultivate significant connections with your employees. Integrate these six tips for mastering the art of feedback and create a culture of positive collaboration.

Have purposeful intent when you give feedback to employees. Feedback must be authentically given for the sole purpose of helping employees; the focus should never be malicious or personal. If your motivation is only for the sake of the organization, revenue goals, or stock prices, it will be obvious to the employee that this is what you care about the most. However, focusing on the individual will send the right message, showing that his or her career progression is what matters to you.

Suppress the natural desire to interject your own opinions or to think of a response while someone else is speaking. You will be amazed at how much more you can learn about people and their ideas if you actively listen. When you take the time to fully understand a situation before giving feedback, you will be able to offer constructive criticism that better aligns with the situation.

Assumptions and judgments will hold you back from becoming an excellent leader. When you stop automatically judging people and situations, you demonstrate a willingness to be vulnerable and to learn from others. This openness gives you the opportunity to adopt new opinions and to learn from those who believe differently than you, an experience often described as true learning.

It’s often difficult to show respect when we interact with people whose views don’t align with our own. Yet practicing respect, even when it’s not easy, is an imperative first step in mastering the art of feedback. Consider the other person’s perspective. Take into account the personality of each of your employees, and contemplate his or her expectations for how feedback is delivered, when it is given, and what it contains.

Honest feedback often feels harsh. You’ve no doubt been in situations where a team member needs to hear feedback, but no one is willing to say anything critical. Being straightforward in these conversations is essential—don’t beat around the bush, or worse, avoid giving honest feedback all together. Never be critical, judgmental, or defensive, but definitely be brutally honest. Most employees prefer, and frankly expect to hear the truth, even if it is difficult at first.

Employees respond best to specific, positive direction. Stay away from broad advice, such as telling employees to provide more input at meetings or to show an “executive presence.” These phrases are used frequently in organizations, but they are way too ambiguous, leaving employees feeling confused and self-conscious.

Instead, give specific advice pointed at the task you want accomplished, such as, “Your experience and insights are valuable. I would like to hear at least one opinion from you in every meeting going forward.” Mentioning a specific goal while building up the person will create a positive atmosphere for motivating your best talent.

Just like painters who practice creating shapes and shadows everyday, leaders can improve feedback skills daily by incorporating these tips into regular employee interactions. Your ability to offer thoughtful feedback can completely change the tone in your organization.

Post by: Dr. Ranjit Nair

Dr. Ranjit Nair is a leadership advisor and talent strategist with Price Associates. (price-associates.com) Dr. Nair is a former HR executive who helps his clients create winning, people-centric cultures. He is the author of Potluck Culture and a faculty member for The Complete Leader.

Company: Price Associates
Website: www.price-associates.com
Connect with me on Twitter and LinkedIn.

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