Giving Effective Feedback
Giving Effective Feedback
Feedback is the communication of information, relating to a person's recent actions to a specific goal. Giving staff effective feedback is the key to personal and professional development. Feedback can improve motivation by acknowledging effort and results. Effective, consistent feedback by managers can also enhance employee performance and increase efficiency.
This diagram illustrates why feedback is an important concept in professional communication:
Forms of Feedback
There are three types of feedback:
- Constructive criticism.
- Destructive criticism.
- Appreciation and praise.
1. Constructive Criticism
Everyone needs, at sometime, to receive constructive criticism.
Therefore, managers should know how to communicate criticism in a constructive manner, which will inspire and give confidence to the receiver.
Criticism should focus on the performance issue and not the person.
Make the feedback objective and specific and ask for their commitment to change.
Failure to give constructive criticism is a common communication error and some managers resort to giving destructive criticism.
2. Destructive Criticism
It is easy for negative feedback to deteriorate into destructive criticism. Destructive criticism leads to bad feelings, broken relationships and a reduction in performance.
Managers should learn the difference between constructive and destructive criticism and to perfect their communication skills in order to communicate in a constructive and confident manner.
3. Positive feedback
Managers must give proper appreciation, praise and thanks for a job well done. By acknowledging effort and results, staff motivation is increased.
Always remember the power of a few kind words.
Remember that the lack of appreciation is sometimes the cause of a conflict.
Communication Skills Training
If you would like to know more about how to communicate in order to inspire the best performance in others, take a look at this one-day Communication Skills Training Course.
Definition: effective feedback
In business management, effective feedback is a process in which a manager gives clear, timely and goal linked comments on a person’s recent work. It is specific rather than vague, focuses on behaviour not the person, comes soon after the event, and mixes helpful advice with honest praise so the receiver can improve.
Show CG4D Definition
- Communicates clear, factual information about recent actions
- Links each comment to an agreed goal or standard
- Delivered soon after the action while memories are fresh
- Balances constructive guidance with genuine praise to aid improvement
Article Summary
When managers deliver clear, timely and goal-linked feedback-mixing specific praise with constructive points and steering clear of blame-staff feel valued, become four times more engaged and lift performance, while harsh, vague words drain drive and results.
Frequently Asked Questions
Here are some questions that frequently get asked about this topic during our training sessions.
What makes feedback effective at work?
How soon should I give feedback after a task?
How do I frame constructive criticism without sounding harsh?
What is the impact of destructive criticism on staff?
Why is positive feedback important for motivation?
How can I balance praise and criticism in one conversation?
Should feedback focus on behaviour or personality?
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Did You Know: Key Statistics
Gallup’s State of the Global Workplace 2023 shows staff who get useful feedback at least once a week are four times more engaged than those who get little or none. The CIPD Good Work Index 2024 finds that 68% of UK staff say clear, helpful feedback lifts their drive and work level.About the Author: Chris Farmer
Chris Farmer is the founder of the Corporate Coach Group and has many years' experience in training leaders and managers, in both the public and private sectors, to achieve their organisational goals, especially during tough economic times. He is also well aware of the disciplines and problems associated with running a business.
Over the years, Chris has designed and delivered thousands of training programmes and has coached and motivated many management teams, groups and individuals. His training programmes are both structured and clear, designed to help delegates organise their thinking and, wherever necessary, to improve their techniques and skills.
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