Giving Feedback Without Jeopardizing Morale
Research has indicated that the best performance teams will often give up to six positive comment for every single negative one that they make. The worst will make three negative ones for each positive comment. Giving performance feedback is actually very important in helping people to further improve. As you keep reading, you will be able to click on how to give out feedback in a way that does not hurt morale.
Always choose to accent the positive. You will get to understand that effectiveness in your feedback is not just about touching on a few performance areas. This is brought about by the fact that you will always have something positive to say. It is through accenting the positive that you will be assured that there will be a chance of improving. Giving positive feedback will always improve performance. If you confess that an employee has had a positive contribution, it will be a show that you truly value them and thereby build their confidence in you. It is always important that you learn how to identify the opportunities to acknowledge any improvements as well as efforts whenever possible. It is important that you always remain specific. General criticism is often allowed. However, a general praise will not indicate the action that you want to cultivate in someone. It is important that you learn how to measure the performance when offering feedback. It is through this that these employees will identify where that have faltered.
It is necessary that you highlight their actions instead of what they have done. It is necessary that you premise the feedback that you are giving to these employees on their actions and not their intentions or values. This will make them feel less threatened as well as allow them to focus on what they have to do instead of defending their hurt feelings. It is through this that they will be encouraged. Let sincerity guide your criticism. There will always be a positive response if the criticism is well-intentioned. With a track record of sincerity, you are assured of such positive feedback. With this kind of reputation, you can easily build mutual trust. This feedback has to be right on time.
Check their understanding. It is always proper that you make expectations clear to people by training them. You might let them go if it will allow them to find a more suitable job. It is necessary that you get to ask a few questions as well as intently listen. It gives you the opportunity to be in the same thinking environment with them. Always give feedback only after you have been permitted. Agree on how to improve goals and timescales too. Feel free to ask for feedback on the performance feedback that you have given.
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