The Top Tips for Providing Employee Feedback

Employee Feedback

Do you want to increase your employee retention rates and boost the productivity of your company? If so, you need to build collect feedback from your employees and provide employee feedback to your employees from time to time. Sharing feedback with other people can be a challenge. You need to make sure you let people know what they can do to improve the quality of their work, but you also want them to be open and receptive to what you have to say. Take a look at a few of the most important tips if you want to maximize the quality of the feedback you share with your employees.

1. Be Professional, Not Personal

When you set up a meeting to provide feedback to your employees, you need to be as professional as possible. If you feel like someone is doing a bad job, it can be tempting to scream at them, yell at them, or otherwise belittle them in an effort to make them feel bad about what they have done. If you get personal with your attacks, your employee is going to become defensive immediately. Then, they are not going to listen to anything else you have to say. Therefore, you need to strike a professional tone, focus on the performance of the employee, and refrain from any personal attacks.

2. Focus on the Facts, Not the Person

So, how do you prevent the feedback session from getting personal? You need to focus on the facts. Instead of trying to correct the person, focus on the behaviors that you want to correct. For example, do not yell at the employee if he or she has a habit of being late. Instead, mention that being late can be a problem, and it would be helpful if the employee could find a way to get to work on time. If you state the facts of the situation, it will be difficult for the employee to argue with them. Then, they should become more receptive to what you have to say.

3. Choose Your Words Carefully

You need to choose your words carefully. Even though you may have the best intentions, you do not want to sound like you are accusing anybody of anything. Instead of starting every sentence with “you do this,” or, “you do that,” start your statements with “I feel.” That way, you simply focus on what you observe instead of what you think the employee is thinking. Do not speculate on things you do not know, and think carefully about the words you choose. They will have a significant impact on the response you receive in return.

4. Do Not Beat Around the Bush

Sometimes, it can be tempting to be too careful. For example, you may not want to come off as accusatory, so you spend a lot of time beating around the bush. If you spend too long speaking, your employee is simply going to tune you out. Or, they will have a difficult time figuring out what you want them to change. Try to be as direct as possible without getting personal. Show that you value the time of your employees, and keep the meeting short and sweet. If your meeting goes on for more than an hour, your employee may not remember anything that you have talked about your small business. Make sure your employees walk away with a few actionable things they can do to improve.

5. Make Sure the Conversation Goes Both Ways

Finally, make sure the conversation goes both ways. This means that you need to give your employees an opportunity to share feedback with you as well. That is where a strong pulse survey can be helpful. If you give your employees an opportunity to provide feedback to you, they will feel like they are in control of their workplace. Then, as a result, they will feel more loyal to the business, and they will be more likely to stick around. This can help you reduce your employee turnover rates, which can increase the continuity at your company. The end result is that your business should be more successful.

Be Productive With the Feedback You Share

Ultimately, there are a lot of benefits you will enjoy if you provide feedback to your employees, but you must make sure you do it productively. If you do not think carefully about the manner in which you deliver your feedback, you may not like the response you get. Furthermore, you risk pushing your employees further away. On the other hand, if you let your employees know that you have their best interests at heart, you will be greeted by employees who are genuinely looking for a way to get better. The end result is that your employee retention rates should go up, and your company should be more productive.

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