Making Your Feedback More Valuable
If you are a business leader, you need to understand the importance of valuable feedback, whether positive or critical, whether given formally or informally. Believe it or not, there are certain ways to make your feedback better for employees or colleagues. Here, we will look at when and why you should give feedback, as well as the four main principles of giving effective feedback, and the eight great steps for delivering feedback in the right way.
Feedback: When & Why
Feedback may be either positive or critical. Either way, it should be effective. Effective feedback helps to get your message across, whether you are talking about something an employee did which was very good, or something that you feel like they could improve upon in the future. Feedback should be given very often by anyone in a leadership position in order to make employees feel appreciated, noticed, and important. Never underestimate the use of giving goof feedback, even to those that are in the very same position as you. Feedback can reinforce good behavior, help to change bad behavior, and even make employees see their gifts in a different light.
Four Principles of Feedback
There are four main principles of giving feedback. The first one is to assume innocence. Secondly, keep in mind that feedback can (and often does) proceed a request, or always should. Third, you want to be sure that you stick to your story, so to speak, and really tell your fellow employee how you feel about the situation while being totally objective and avoiding certain buzz words or phrases. Just be honest with them! Also, let them know how their actions have affected others. Lastly, let employees have a chance to respond to any and all feedback directly.
Eight Steps of Great Feedback
The eight steps of great feedback are akin to the four principles listed above. These eight steps include:
1. Always be heartfelt in your feedback and your requests.
2. Be sure to give feedback as soon as possible after an event.
3. Choose a place that is comfortable for both of you to hear the criticism.
4. Talk about how feedback for a certain situation affects others, all while letting the listener decide if they want to hear that feedback, or when.
5. Try to be very specific in what you say.
6. Tell the employee how it effects the team.
7. Invite discussion.
8. Tell them to contact you any time for advice.