Employees are the most important resource of any organization. Any modern day organization requires its employees to work efficiently and effectively. Supervisors play a very important role in ensuring his/her subordinates reach their full potential. That’s why it is required for the supervisors to provide feedback to their teams.
Feedbacks are often feared by both supervisors and subordinates because it is seen as something that can deteriorate professional relationship with someone you need to work with every day. However, feedback, if done properly, can be a very good means to generate trust, respect, and mutual understanding without generating negative feelings.
Like any good technique, feedback also has some dos and don’ts:
Be positive: Feedbacks are meant to improve the situation by a positive approach to the problem. Avoid negative criticism to keep the discussion healthy.
Be timely: While, recurring feedback sessions can be scheduled at a particular time, it is a good practice to provide feedback as closer to the incident as possible
Prepare: Prepare all the points to be mentioned in the feedback beforehand
Start with positive: Always start feedback with a positive comment while being honest. Avoid any kind of flattery
Be direct: Feedback should be direct and fact-based. Avoid any ambiguity in the discussion.
Listen: Be an active listener by empathizing and understanding other person’s situation
Keep it short: Avoid discussing more than two topics in the feedback; it can make a person feel attacked
Invite suggestions: While providing your own suggestions for improving the situation, it is also necessary to ask the other person for his own thoughts on the subject
Follow up: Document the conversation and ensure the points discussed are implemented
Use email: Always give feedback in person
Judge the person: Feedback is not about the person but something is done by the person, hence feedback should be about how to improve the situation
Leave the matter unresolved: At the end of the feedback session, the suggestions should be mutually agreed upon plan of action for future.
It is also worth noting that negative feedback should be given in private while positive feedback should be given in public. While most companies do necessitate feedbacks as part of performance review process, giving feedback should not be restricted to performance review meetings. Nor this opportunity should be wasted to just oblige to the policy. It should act as follow up on all the feedbacks given throughout the year.
Feedback is not a means to vent frustration over something was done wrong. It’s a healthy way to find a solution to the problem mutually. It is also a way to gain trust and respect from subordinates and colleagues. All the fears associated with feedbacks can be avoided by explaining the reason for feedback and using proper feedback technique.
Feedback techniques training should not be seen as irrelevant exercise to fulfill organizational obligation but a tool to review your own performance as a mentor of the team. In the end it is not about criticizing a person but suggesting improvements to others while improving our own managerial skills.
For experiential learning programs on the right and effective feedback techniques, contact us for more information today!