Jan 11, 2013
Jan 11, 2013
Be honest, how often do you take the time to give your employees feedback on their performance? If the answer is, not enough, then read on!
In fact it is very common for managers to find excuses to avoid giving open and honest feedback. There are many possible reasons for this including the fear of not being liked, of mucking it up or of dealing with possible confrontation. However, feedback is an essential part of a productive working relationship and can deliver many benefits for managers, individuals and from a commercial standpoint. We all like and need to know where we stand, and well delivered, constructive feedback can help your team to improve their performance and develop new skills, with the added benefit of keeping them motivated!
So how can we make sure that the feedback we deliver is taken on board positively and delivers the right results?
Top feedback tips:
It is sound practise to have a regular one-to-one meeting with each of your team members and establishing a regular slot within that meeting where you give feedback makes it become much easier to do. Use the tips above to make sure that the feedback that you give is constructive and above all make sure that you have planned and prepared what you are going to say.