How to give employee feedback in 2022 – 4 tips & suggestions

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Most leaders want to provide feedback that will help their people improve. Sadly, a lot of managers provide criticism that makes employees feel bad about themselves and their job.

According to Peter Bregman and Howie Jacobson, coauthors of ‘You Can Change Other People’, feedback, especially if labelled “constructive,” virtually lowers employee engagement.

It’s understandable, given that leaders are required to bring out flaws and inadequacies. Employees are naturally put in an uncomfortable and defensive position as a result of this.

“Telling individuals they are off target is not the same as assisting them in reaching the target,” the authors write in their Harvard Business Review study.

However, there are methods to provide feedback that are both difficult and beneficial to employees. Here are several tried-and-true methods.


Become an ally instead of a critic


An ally in improvement is vastly preferable to a performance critic. As a result, it’s critical to approach employee input as an ally.

  • Step one is to empathise. Recognize that if employees are having difficulties, it may be unpleasant or aggravating to face this every day.


  • Step 2: Boost your self-assurance. Inform staff that you feel they are capable of handling the matter.


  • Step 3: Obtain approval. Inquire if they are prepared to discuss the matter and possible solutions with you.


Go right to the end result


You can be persuaded to evaluate the “issue” if workers grant you permission to look into the matter and hunt for solutions. Don’t!

According to the authors, this is just a return to negative feedback. Instead, concentrate on the “energising future” that they can bring about.

You could ask “What are you hoping to achieve here?” 

Then give them time and space to describe what they’re attempting to accomplish or overcome for themselves and the company. Assist them in turning this into a good, clear, and meaningful conclusion.


Look for possibilities that are concealed


You can return to the problem once you’ve figured out the final outcome. However, you do not have to treat it as a problem to be fixed.

Instead, you can now position it as something that may assist them in achieving the intended result. Perhaps it provides a chance to put a new behaviour into practise. Or it might be pointing to a larger (or even smaller) underlying problem that needs to be addressed – and that attention will cure the problem.


Make a ‘Level-10 Strategy’


With the “issue” behind you and your sights fixed on the answer, you can collaborate on a strategy to get there.

You may set up steps, targets, and regular check-ins to guide the employee toward the desired outcome.

“On a scale of 1-10, how sure are you that you’ll execute the plan successfully?” you might ask to build commitment to the strategy.

Because the employee assisted in the creation of the strategy and envisioning the future, the answer will almost certainly be a loud “10.” That’s where the name “Level-10 Plan” comes from.

While it is crucial for employees to effectively shift or adapt, it is equally critical that they stick to the strategy, evaluate the results, and keep moving forward.

Find out how HealthBoxHR can help your business communicate goals and employee feedback with our One to Ones feature.  

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