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Tips for giving employees feedback

30-Sep-2010

Studies on motivation have identified reasons why much of the feedback managers give to their employees isn’t very motivating or constructive.

Here are some tips to do a better job of giving feedback - inspired by a blog in Smartbrief on Workforce:

Start by looking in the mirror.

If an employee is not achieving the required standards, most of the fault lies with the manager. Have you hired the right person for the role?  Are you providing the necessary coaching and support?  Are the goals you set realistic?  Are you measuring performance and holding people accountable regularly?  Do you have an effective set of “real” Core Values to guide and align people’s behaviors?  

Just the facts.

Use objective data and directly observed behaviors as the basis for your feedback. Discuss facts, not your opinions.  Every employee should have at least 1 number that measures good performance in their role, so they know (at least every month) whether or not they are meeting the required performance standard.  Every company should have clearly stated Core Values that are kept visible, and which clearly describe the behaviors that need to be exhibited by all staff.       

Straight talk.

When performance standards are not being achieved - or behaviors are observed that run contrary to the company Core Values - you need to have the courage to take the employee aside and tell them the truth.  Don’t put your head in the sand and hope the issue resolves itself.  Yes it can be uncomfortable for both parties – but this is what managers are paid to do.  Don’t make the mistake of protecting people’s feelings at the expense of the truth, because without your honest feedback they will not see the need to improve.

When things go wrong - avoid praising effort.

“At least you tried hard.”  It sounds positive, but studies show that consoling people for the amount of effort they put in when they fail – actually makes people feel worthless and incapable.  Instead, share your positive belief in the employee and that success can be achieved if they take the right actions.  Focus on things that are within their power to control.  Be specific about what needs to happen, and help them figure out what tangible steps they can take to improve.  Helping your employee figure out how to do it right is just as important as letting them know what they are doing wrong.  

When things go right - avoid praising ability.

“You’re a great salesperson.” It sounds positive, but studies show that when we are praised for having high ability, it makes us vulnerable to self-doubt when we encounter difficulty later on (this applies to the way we praise children as well).  Instead, praise the aspects of your employee’s performance that were under their control.  Praise the observable actions they took - not the person.  For example, talk about their creative ideas, their careful planning, their determination to see the task through to the end etc.  That way, when they run into difficulties in the future, they will remember what behaviors helped them to succeed in the past and put these to good use.

Click here for more tips on what motivates employees.


 

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