It is an inherent part of leadership to be able to give feedback and giving it well is a fundamental part of being a good leader.
Giving it well, whether it’s positive or negative, can be a key part of developing individuals and teams and creating teams and organisations that grows and develops in a constructive evolution.
Here are just a few ways that you can give your team the feedback that they need.
When you are giving feedback to an employee, it is crucial that you don’t beat around the bush. Get straight to the point, and the conversation will go much more smoothly. There would not be a level of anxiety that would usually be there if you were dancing around the real issue. Ensure that your meeting with the employee is done promptly after the issue presents itself.
Don’t wait to give feedback either. If something occurs, give the feedback right away, and do not wait months on end to let your employee know something. If you let them know, then they will be able to correct their actions quicker. You need to give feedback on a regular basis so that you don’t forget what you need to say. This is as important for positive feedback as it is for negative feedback.
Even when you have to point out the bad that someone is doing, it is important that you make the experience as positive as possible. Before you bring up a negative issue that someone needs to work on, make sure that you can point out the good things that have done in your organization.
Give the feedback with the light that you are focused on their development, and improvement. Your employee will be more likely to listen to what you have to say and incorporate your feedback into their work. If you accuse them of doing something incorrectly and only talk about the negatives they do, they are going to shut down on you.
It is essential when you are giving feedback that you remember to be very specific about the issues that need to be resolved. This is going to help your employee better understand what it is that they need to fix with their work. There is nothing worse than an employee not knowing how to fix a problem that is going on. Be very precise about what they need to do to improve. But don’t forget to invite their suggestions and comments, if you can co-develop the solution it’s likely to have much greater buy-in and be more likely to succeed.
Giving feedback is pretty pointless unless you give some good suggestions for how the employee can change what they are doing. Before you go to give feedback, make sure that you have a list of different suggestions that could help them. If they need to create goals to improve themselves when you build them follow SMART. Ensure that the goals are specific, measurable, achievable, realistic, and time-bound.
These are just a few of the many different ways you can give effective feedback to your organization.
Creating a culture in a team or organisation where constructive feedback is the social norm takes time. Being clear that you welcome feedback as well is a good way to set the tone, and also gives you a chance to experience lots of different people’s ways of giving feedback to help develop your own skills.
Remember, it is going to take time to learn how to be a good leader. Each time you give feedback, practice these tips, and don’t be afraid to go back later and ask how the individual or team felt the feedback session went.
Before you know it, providing feedback will be like second nature to you.