Six Tips To Giving Feedback Your Employees Can Hear
Are you tired of the same old dance when giving feedback to your staff? You know the one – when you mention feedback, their minds jump to worst-case scenarios. Will they be fired? Are they in trouble? It’s no wonder they go on the defensive – they’ve likely had negative experience’s with feedback, resulting in workplace trauma. But what if there was a better way?
Leaders, are you and your team struggling to make your feedback impactful? Keep your feedback from being ignored. Learn these tips to help you master the feedback process and establish a culture of growth and improvement.
In this blog, “Six Tips To Giving Feedback Your Employees Can Hear,” we’ll show you how to make those difficult conversations more manageable.
Imagine a scenario where feedback is seen as an opportunity for growth rather than a threat. Together, we’ll explore six steps for preparing for the feedback and trust talk:
- Get clear on your purpose
- Start with the end result in mind
- Write your expectations for the employee
- Determine what’s important
- Say what you need
- Double-check your preparedness
If you’re ready to transform how you give feedback, keep reading. It’s time to pave the way for open communication and foster a culture of trust within your organization. Let’s dive in.
Get Clear On Your Purpose
The first step is to get clear on your purpose. It’s important to reflect on why you are giving feedback and what you hope to achieve. By clearly understanding your intentions, you can focus your message and ensure t it is delivered effectively. This step is crucial in avoiding misunderstandings and ensuring your feedback is received positively.
Start With The End Result In Mind
Next, starting with the end result in mind is key. Instead of dwelling on past mistakes, emphasize the outcomes you desire. By highlighting the desired results, you shift the focus from the negative to the potential for growth and improvement. This approach encourages a more forward-thinking outlook and helps your staff see feedback as an opportunity for development.
Writing down your expectations
Another helpful strategy is to write down your expectations for the employee. Putting your feedback in writing creates a tangible reference point for both parties. Documenting feedback not only provides clarity but also serves as a reminder of the discussion. Having written expectations helps avoid misunderstandings and ensures the message is clear.
Determine What’s important
When giving feedback, it’s essential to determine what’s important to highlight. Focus on specific behaviors or actions rather than generalizations. Focus allows the employee to understand exactly what they need to work on and provides a clear path for improvement.
Say what you need
Vague or general feedback can leave the recipient confused about what needs improvement. To provide actionable feedback, be specific about the areas that require attention or enhancement. Use concrete examples to illustrate your points, allowing the recipient to effectively understand and act upon the feedback.
Double-check your preparedness
Rushing into Feedback and Trust conversations without sufficient preparation can lead to miscommunication and confusion. Double-check your preparedness. By allocating an appropriate amount of time to prepare, you are sure to gather your thoughts, reflect on the specific points you want to address and plan out the structure of your feedback. These six steps ensure that you deliver a well-thought-out message.
