Where To Start with Performance and More

How to Give Feedback In The Right Manner

Studies have shown that the best teams will often give six positive comments for each negative one whenever providing feedback. The worst performers are known to give one positive feedback for every three negative comments that they make. Giving performance feedback is integral in helping people to improve. As you on, you will learn more on how to provide feedback without compromising anyone’s morale.

Always choose to accent the positive. You will get to understand that effectiveness in your feedback is not just about touching on a few performance areas. This is because you will always find something positive to say. It is through accenting the positive that you will be assured that there will be a chance of improving. Improvement of performance has been known to greatly rely on positive feedback that has been given. If you acknowledge the positive contribution of your employee, you will show that you value them as well as build their confidence in you. It is always important that you learn how to identify the opportunities to acknowledge any improvements as well as efforts whenever possible. It is important that you always remain specific. General criticism is often allowed. A general praise will not indicate to the employee what he needs to keep doing. It is important that you learn how to measure the performance when offering feedback. It is through this that these employees will identify where that have faltered.

Always focus on what they have done and not who they are. Always learn to make your feedback be based on the actions of the employee rather than his intentions or values. This will make them feel less threatened as well as allow them to focus on what they have to do instead of defending their hurt feelings. It is through this that they will be encouraged. You will also need to be sincere in your criticism. Well-intentioned criticisms will always lead to positive responses. Having a track record of sincerity will often facilitate this positive feedback. This kind of reputation will also enhance mutual trust. Make sure that this feedback is instant.

Get to know the understanding. It is necessary that you lay your expectations clearly majorly through training them. Feel free to let them go if it will serve them better. It is necessary that you get to ask a few questions as well as intently listen. It will give you the chance to see things how they see them. Aim at learning to seek permission to give feedback. Agree on how to improve goals and timescales too. Feel free to ask for feedback on the performance feedback that you have given.