If offered properly, it has the ability to grow and develop the people of your organization, improve the levels of trust and communication, and strengthen bonds between employees and managers. But unfortunately, feedback is often ignored or omitted entirely in an effort to avoid discomfort. Only a third of people believe the feedback they receive is helpful. By doing this, you can give the control to your employee and increase the likelihood that they will act on the feedback you share.
Empower your people to control the feedback agenda by helping them feel confident and comfortable enough to ask for it. Employee feedback should be solutions oriented, crystal clear, and to the point. Remember to also share positive feedback with your employees so they know the things they should continue doing but not at the same time, see tip 6. Like ripping off a scab, the sting of discovering such a profound gap often elicits strong emotions that can easily be confused as defensiveness.
Employee feedback immediately following an event has the greatest impact on performance. And engagement peaks when employees receive feedback on a weekly cadence. If issues are left unaddressed, they may multiply by a domino effect. Another flaw in saving feedback for the performance review process is that problems will be forgotten and the time for offering valuable feedback will have passed.
Seek an appropriate time to communicate your feedback. Being prompt is key since feedback loses its impact if delayed too long. Delayed feedback can also cause feelings of guilt and resentment in the recipient if the opportunity for improvement has passed. As well, if your feedback is primarily negative, take time to prepare what you will say or write.
Offer continuing support. Feedback should be a continuous process, not a one-time event. After offering feedback, make a conscious effort to follow up. Let recipients know you are available if they have questions, and, if appropriate, ask for another opportunity to provide more feedback in the future.
Resources Dempsey, J. Sales Eds. Educational Technology Publication. Beaty Action Learning. London: Kogan Page Ltd. Feedback requested!
Have you used the strategies in a Tip Sheet? Do you have questions or suggestions? Let us know! Search for tips. Containing all of the words. Containing any of the words. Containing the phrase. Containing none of the words. Teaching tip categories Teaching during campus closures. Inclusive Instructional Practices. Educational Technologies.
Blended learning. Planning courses and assignments. Assessing students. Creating a positive learning environment. Lecturing and presenting. Learning activities. Professional development. Teaching Tips for Teaching Assistants. Tips for students. Educational technologies. The complete list of Teaching Tips. Centre for teaching excellence. And feedback from client, suppliers, vendors, and stakeholders can be used to motivate to build better working relations 4.
Feedback can improve performance Feedback is often mistaken for criticism. Feedback is a tool for continued learning Invest time in asking and learning about how others experience working with your organization. Try our free customer satisfaction solution which includes the questionnaire and reports Try it for free. Related topics.
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