Feedback is a Gift.🎁🎁

Feedback is necessary to improve, but let’s be honest, no one wants to hear they aren’t doing well at work. Instead of thinking of feedback negatively, it should be viewed as a gift.

Feedback can be an effective tool to deepen employee engagement when done properly. Too many leaders don’t get it right. Managers may be vague because they are trying to spare their employee's feelings. Their feedback is based on personality. Or feedback is only provided during mid-year and end-of-year reviews, not regularly. If this sounds like you, please keep reading. 

Here are three ways to give feedback to keep your staff motivated, productive, and on the right course.

Specific, objective, and based on facts or observations: when giving feedback, ensure you are as specific as possible. This is important for both positive and negative feedback. Give examples if necessary, and keep the feedback objective and based on facts. Feedback should be solutions-oriented.

Focused on behavior, not personality (what people do, not what they are): your feedback can help your staff improve a specific behavior. Your feedback should be based on the action and not their personality. This allows the person to adjust their actions so they can improve. 

Regular and informal, not only given as part of the appraisal process: feedback should also be conducted regularly and informally. Employee feedback immediately following a specific event can also be helpful. Think of a ship on its course. Small adjustments on the route are more helpful than traveling to the wrong destination.

I hope these tips will help you improve how you provide employee feedback.

Always wishing you the best,

Dr. Beckford

Whenever you're ready, there are two ways I can help you:

1. Book me to speak at your next company retreat or conference.

2. Book me to do an organizational selfcare workshop.

PS: Sign up for my FREE masterclass addressing burnout in leadership teams on 10/27 at 6:30 PM CST. Register here: www.urcaringdocs.com/masterclass