Giving Feedback - How Best to go About it

Darryl Bachmeier
Jun 21, 2020

Every employer loves feedbacks; as a matter of fact, everybody needs feedback. No matter how or where you operate from, feedback is as important as getting the job done. Feedbacks allows you to understand the next thing point of action; it doesn’t matter whether you failed or succeeded; getting back to your superiors or coworkers goes a long way to strategizing on the next line of action. Again, since feedback can go, either way, positive ones motivate workers at all levels.

Feedbacks shouldn’t just come as a report; it should be sent as a suggestion. Constructive feedback (suggestion) gives more insight to both your colleagues and superiors and makes work easier. Nevertheless, how this feedback is given matters a lot; if you go about it the right way, you might build a formidable team that will propel productivity.

5 Steps to Give a Good Feedback

Seek Permission

This may sound easy, but it is extremely effective. You will be marveled at how simple Permission like “hey, can you spare a minute for some quick feedback?” can be. This usually happens when whoever it is you are giving the feedback to is not ready for it. Call the attention, then wait for a response (which is likely to come).

State your Observation

It is time to let the cat out of the bag, but you have to be a bit logical here. If the feedback is a negative one, try your best not to be judgmental. Let’s take, for example, when giving feedback on some meeting that was held the lady time, try saying something like “in that meeting yesterday, I kinda noticed your body language was somehow passive.” This is much better than saying, “I was at the meeting yesterday, and you don’t seem to give a lot of energy.”

Be Specific

Feedbacks are meant to be concise and direct but mind you; this doesn’t in any way imply that you should not be detailed; be as brief as possible while starting feedback. Point out the main events that took place, and don’t waste your time trying to elongate these simple facts. For example, it is more effective saying “I noticed the clients were upset the moment we mentioned the new price” than “I kept observing the client’s body language, and it wasn’t pleasant at all; it comes with a mixed feeling.” People pay more attention to short, concise feedbacks than an encyclopedia; it also spares you some debate from the listeners.

Take a Wait

The fact you are giving feedback doesn’t mean you are issuing an instruction or giving an order (sort of). When you are talking, pause for some response from whoever you are reporting to. Give them time to think about what you have said, then react to it.

Make Suggestions

Since you are not a robot, you owe your listeners the duty to suggest the way forward, don’t just make up some mountain of feedback, and dump it there. There is a reward to this: first, they will appreciate you briefing them about the current development, but even feel more appreciative when you provide valid steps to improving the current situation. This can be seen when the feedback is a negative one; making positive suggestions will go a long way.

Why Feedbacks are Important

The importance of feedback depends on the type. If it is a positive one, it can go a long way in encouraging the listeners, but if it not, adding a bit of motivation will still go a long way in making a positive impact. Below are the major importance of feedbacks:

It Works as a Motivator

Feedback can either be positive or constructive; when a manager or an employee gives constructive feedback to his employees, there is likely a possibility that they will see it as a motivating factor rather than a personal attack. So, if you are a manager, once in a while, find a way to turn that feedback into an inspiring moment constructively.

It improves performance

Good feedback has the ability to solve the problem of underperformance. If the feedback is an encouraging one, it helps employees add more value to the company.

It Provides a Learning Field

With good feedback, a staff who is yet to master his/her niche will be compelled to learn more, considering the type of feedback that is given. If it is a bad one, there will be a recommendation, and if it a good one, the staff will have to appreciate his current achievement so far. But either ways, the staff learns from it.

Finally, it would help if you learned how to follow up on your feedback. Since you are part and parcel of that organization, it is also your responsibility to follow up on this feedback to see if there are changes.

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