Feedback from a superior to subordinate employees is one of the most effective tools for their development. The way feedback is delivered plays a key role in how it is received and whether it has a positive impact on the work of a particular employee. This article therefore focuses on three principles of providing effective feedback so that the employee can truly learn from it.
Clarify in advance what you want to achieve
As stated by Harvard Business Review, feedback should always be given with the aim of improving work, communication, project performance, or team processes. The feedback you intend to provide should therefore always be prepared with regard to the change you want to achieve. Feedback should never be personal but should be constructive, targeted, and professional.
Always place feedback in a broader context
Feedback, especially when it is negative, should never be delivered in isolation or taken out of context. Otherwise, the employee may perceive it as unjustified criticism. When providing feedback, always consider the full context, summarize both the positive and negative aspects of the employee’s work, recall their achievements and your previous interactions, and only then address a specific issue.
Incorporate something positive even into negative feedback
Try to avoid giving feedback that is purely negative. Even when you need to address an urgent problem or mistake on the part of the employee, always mention something positive as well. Otherwise, the employee may become defensive and stop listening to your arguments. The ideal way to deliver feedback is to begin with something positive and only then explain what needs to be done differently.
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