Feedback is a great way to improve the performance of your employees and colleagues, as it allows you to see how they are doing and advise them on how to improve. However, it can also generate anxiety and fear. For some people, simply hearing that their boss wants to give them feedback translates to “Can I tear you down?” in their minds.
Although it can be a delicate process, feedback is still a great way to improve the way you work and provide your employees with advice on how to improve. Entrepreneurs should always deliver feedback in a positive manner so that it’s effective in helping the individual grow and improve.
Here are a few tips on giving productive feedback.
Create Safety
According to Kevin Ochsner, a neuroscientist at Columbia University, only around 30% of the time, people who receive feedback actually use it. This suggests that the feedback might be ineffective if the recipient feels uncomfortable.
If you don’t have a friendship-based relationship with your colleague, then be sure to add safety and civility to your feedback approach. Doing so will ensure that the recipient feels valued and included. Good feedback will never be mean-spirited or make the person feel foolish in front of their peers.
Instead, focus on developing the recipient’s skills and confidence by providing them opportunities to improve. This can be done in various ways, such as by having them participate in the evaluation process and providing resources to build skills.
Be Positive
Even if you have to give negative feedback, try to be positive. This will allow the recipient to take a new direction and avoid getting stuck in a negative mindset. Remember that negative feedback can trigger defensiveness and be perceived as a threat. You don’t need to avoid giving corrective or negative feedback; just ensure you follow up with a suggested solution.
Be Specific
People tend to respond positively to feedback that is specific and focused on the task at hand. For instance, avoid saying something like, “You should be more talkative in meetings.” This is too vague and can be interpreted in various ways. Instead, try to make a positive point by saying, “You’re smart, and I want to hear from you in every meeting we’re in together.”
Be Immediate
The adult brain learns best when caught in action. For instance, if you wait to deliver feeedback at a yearly evaluation of a person’s performance, they might not be able to grasp the changes that are needed in order to improve. One of the most important factors of effective feedback is it’s regularly delivered.
Be Straightforward Without Being Mean
When it comes to giving feedback, avoid being mean. Instead, start by asking the recipient to reflect on the situation. Be direct, and no matter what the situation is, avoid being mean or making the recipient feel stupid.
After asking the recipient to reflect on the situation, give them a forward-moving type of feedback. This will allow them to understand what you expect and how you will help them succeed. During every evaluation, there should be next steps and follow-ups to see how the employee is doing down the road. Finally, inform the recipient that you’re there to help them succeed.