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Constructive feedback aims at giving individual feedback to help them find solutions to their weaknesses. Therefore, constructive feedback comes with positive intentions. It can be used as a supportive communication tool to address concerns.
Giving positive feedback is always embraced, and it’s easy to offer such feedback. However, giving negative feedback is hard even to find the right words. It’s human nature to find it hard to soften the blow.
But you must learn how to ignite both conversations. Constructive feedback is the best thing a manager can provide to workers. When delivered properly, it reinforces positive behavior, nurtures a strong culture, and corrects negative performance.
You Should Act Instantly
The best feedback is given shortly after making your observation. Don’t wait for weeks or months to pull an employee after a bad event or behavior. If the incident isn’t severe, you might wait until during the weekly meeting.
But if the event was more severe, you should address the issue as soon as possible. Whether you’re giving negative or positive constructive feedback, get prepared beforehand. This helps you provide actionable, solid feedback.
Choose the Right Place and Time
Providing productive feedback needs the right place and time. For example, you cannot go shouting at your team members in the office for wrongdoings. Even with the right intentions, your productive feedback will embarrass the worker and probably demotivate them.
How serious is the matter? Can you have an informal chat or do you need to schedule a formal setup? Wherever you decide to have a chat, ensure it’s private to have an honest and open conversation.
When choosing time or place, make sure you consider the employee’s schedule. You can schedule the meeting immediately after working hours to avoid keeping the worker waiting. You may also plan to have a chat in the early morning.
Avoid Negative Language
It’s recommended to give both negative and positive feedback. However, you can deliver your message without sounding harsh or disrespectful. For example, exclude phrases, such as, “you’re not fit for…”, “I don’t think….”
Such negative language might make employees not open up, ignore or disregard your productive feedback. Instead, learn to use encouraging phrases, such as “Have you tried…,” “Maybe you should consider….”
When you get feedback positively, your brain gets stimulated to open up and correct the issue at hand. Of course, you should not avoid providing negative feedback, but you can deliver the message in a friendly way.
Be Specific and Straightforward
You wouldn’t want to give ineffective or vague feedback. You shouldn’t also revisit the past issues. The aim is to correct or congratulate based on a recent incident.
Get straight to the point without mincing your words. You can use some examples to drive the point home. Explain what you’ve observed and its effects on the team or the company.
Ensure you offer suggestions on how the worker should handle things. This fosters a positive relationship with your employee.
The Bottom Line
Great leaders are great motivators. So you should foster a never-ending pursuit to ensure your employees get constructive feedback rightly. It’s worth building a solid relationship through effective communication.
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