Providing Feedback is also an art and it requires preparation to master this skill.
Feedback is central to develop a High-performance team.
Providing constructive feedback is essential for team member’s advancement.
Feedback is essential to preserve the best performance and also to correct poor performance.
How do leaders or individuals make this feedback communication ease?
“When performance is measured, performance improves. When performance is measured and reported back, the rate of improvement
accelerates.” --Thomas S Monson
Leaders have to do homework before distributing any feedback.
Feedback evolves based on the below questions
What team members are performing excellent and what team members doing poorly and need direction?
What behavioral aspects not align with the organizational mandate and call for changes?
What is the maturity of the employee and what is the expectation?
Are there any organizational barrier which blocking employee performance?
How does employee behavior influence overall team performance? How urgent such performance to deal with?
What is the consequence of exceptional performance and Substandard performance?
How should we communicate the Feedback to any employee?
Look at the brighter side of the individuals. It’s easy to convey improvement feedback when 70% of the communication says with the finest things employees are doing.
When communicating the feedback related to the employee performance Improvement, better discuss the process to be improved. It is better not to criticize the individual.
Sharing the big picture before presenting any significant feedback. An employee should be able to connect with the improvement feedback and big picture. It is crucial how we articulate improve feedback to the employee so that they receive in a constructive manner for the improvement.
Every feedback is invariably attached to the context. It is advisable to focus on the context while talking about the improvement points.
As body language also conveys the message, while giving improvement feedback it is significant to demonstrate the appropriate body language. Body language conveys genuine improvement of the employee always welcome. It is How we say is essential than what we say.
Improvement feedback communication should be always conveyed such a way that asking for employees comment, Example "this is what I feel, what do you recommend", etc.
Provide feedback from an unbiased person’s point of view. It is up to the individual if he/she is willing to enforce those changes or not.
It is essential to mentor team members after providing feedback. Discuss the option of improvement.
Once improvement feedback shared, review the action plan and timeline
The old saying, “The squeaky wheel gets the grease”
Feedback preferably should be in a face to face and elaboration discussion is better. Feedback is not encouraged to be written in a document/mail transaction where the situation can not be explained in an appropriate manner.
Let us exercise those when we convey vital feedback to the employees.
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