{"id":18786,"date":"2022-12-19T14:04:50","date_gmt":"2022-12-19T12:04:50","guid":{"rendered":"https:\/\/www.talentlms.com\/blog\/?p=18786"},"modified":"2023-03-01T13:04:54","modified_gmt":"2023-03-01T11:04:54","slug":"giving-constructive-employee-feedback","status":"publish","type":"post","link":"https:\/\/www.talentlms.com\/blog\/giving-constructive-employee-feedback\/","title":{"rendered":"Sharing is caring: How to give constructive employee feedback"},"content":{"rendered":"

\u201cYour presentation was good today!<\/em><\/p>\n

But, your slides could improve a bit.<\/em><\/p>\n

Overall, it\u2019s a fantastic job. Just by improving your visuals, your audience will be more excited.\u201d<\/em><\/p>\n

Yes\u2026 but\u2026<\/p>\n

Let\u2019s reflect on this feedback example.<\/p>\n

Is it a kind approach with little to no criticism? Yes. <\/strong><\/p>\n

Is it clear and constructive? No.<\/strong><\/p>\n

This is an example of the feedback sandwich method<\/strong>. It\u2019s when you start your feedback with positive comments, then provide your actual feedback (usually negative comments), and then again, end with positive comments. This approach mutes the message people want to convey<\/strong> and overprotects the recipient. It\u2019s not constructive, as it confuses more than helping the recipient.<\/p>\n

In this article, we will examine how not<\/em> to approach feedback, how to give constructive feedback, and why it plays an important role in your organization.<\/p>\n

\"Sharing<\/p>\n

Feedback 101: What to avoid<\/h2>\n

Just like the sandwich approach mentioned above, there are certain methodologies or approaches that sadly don\u2019t hit the mark of giving effective feedback to your employees.<\/p>\n

How you give employee feedback really matters<\/a><\/strong>, and makes a difference in how you treat your people and what you expect from them in terms of development. Let\u2019s see a few examples of what you should definitely avoid when giving feedback.<\/p>\n

1. Being vague<\/h3>\n

Being too generic and not specific can lead to confusion.<\/p>\n

When you give employee feedback, you probably have a clear idea of what you\u2019d like to see changed. This is why you should point out something specific an employee can work on (e.g., time management, communication, taking initiative, etc.) and give targeted examples of how they could improve.<\/p>\n

2. Adopting other people\u2019s opinions<\/h3>\n

Often, it’s useful to ask for people’s thoughts. For example, if you want to determine whether one of your team members collaborates well with others, you could reach out to people who worked together on a group project and ask about their communication.<\/p>\n

But don\u2019t let others get in your head. In order to give constructive feedback, don’t adopt other opinions without using your own critical thinking<\/strong>. Gather people’s thoughts, consider them, and see the full picture before making your final decision.<\/p>\n

3. Giving overgeneralized feedback<\/h3>\n

\u201cAlways\u201d and \u201cnever\u201d are big no-nos when it comes to sharing feedback with individuals. They demonstrate exaggeration and generalization, and create negative feelings that bring frustration rather than change.<\/p>\n

Be specific and mention the exact times your employees did something wrong or really well.<\/p>\n

4. Getting affected by recency bias<\/h3>\n

Focusing solely on more recent incidents and missing the bigger picture is something you should avoid when providing constructive employee feedback.<\/p>\n

Judging people on things that have recently happened is a common trap. Try to look back on past events (it helps to keep notes) and take a wider view.<\/p>\n

Master the art of how to give constructive feedback<\/h2>\n

Providing valuable feedback to your employees is necessary for maintaining high levels of performance<\/a><\/strong>, motivation, engagement, but most importantly, trust. Feedback should occur on a regular basis, and not once or twice a year\u2014or even worse, not at all.<\/p>\n