The Art of Giving Feedback to Team Members
A leader’s responsibility doesn’t just end with crunching and exceeding the Gross and Operating Margin and keep building new financial models.
It goes beyond and one of the key responsibilities involves and includes Coaching and Feedback.
Let’s face it, giving feedback can feel like conducting an orchestra – there are many instruments (personalities) to manage, and achieving beautiful music (positive growth) requires skill and finesse.
It depends on people you have onboarded and who are part of your team currently if not there are tons of adjustments and improvements to be done to achieve the desired music taking the orchestra as an example.
By following these do’s and don’ts, you can transform feedback process and enhance growth and engagement of your team.
Art of Giving Feedback- The Do’s and Dont’s
DO
1. Focus on Behavior, Not the Person:
73% of employees say receiving feedback on their work improves their performance (Source: TINYpulse). Remember, you’re critiquing specific actions, not personal qualities.
Frame feedback as “This report could benefit from…” instead of “You’re not organized enough.”
DON’T: Attack with accusations. Instead, offer constructive suggestions for improvement.
2. Timely is Key
80% of feedback’s value comes from delivering it promptly (Source: Harvard Business Review). Address issues close to when they occur, while the situation is fresh in everyone’s minds.
Don’t let minor issues snowball into major concerns. (Solve these minor problems as soon as possible)
DON’T: Wait for performance reviews to address crucial aspects. Timely feedback allows for immediate course correction.
3. Start with the Positive
Positive reinforcement boosts employee engagement by 23% (Source: Gallup). Begin by recognizing strengths and contributions before addressing areas for improvement. This sets a positive tone and makes the recipient more receptive.
DON’T: Jump straight into criticism. Start with appreciation to build trust and create a safe space for feedback.
4. Ask, Don’t Tell
72% of employees report wanting more opportunities to participate in discussions about their performance (Source: Achievers). Encourage dialogue by asking clarifying questions and inviting their perspective. This fosters mutual understanding and ownership of the feedback process.
DON’T: Deliver a monologue of what they did wrong. Engage them in a collaborative conversation to identify solutions together.
5. Follow Up and Offer Support
67% of employees want managers to follow up on feedback (Source: TINYpulse). Don’t leave them hanging. Check in to see if they need support implementing the feedback and celebrate their progress.
DON’T: Provide feedback and vanish. Offer guidance and resources to help them achieve their goals.
Effective feedback is an ongoing process, not a one-time event.
Incorporating these do’s and don’ts, you can create a culture of continuous improvement, where feedback is seen as a valuable tool for growth, not a punishment.
So, lead with empathy, and watch your team flourish!
Additional Resources
- Forbes
- Harvard Business Review
- TINYpulse
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