Management Tips for Constructive Feedback
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Providing feedback to staff is always tough, but if
it’s “constructive,” you not only get the message
across, but, build a more cohesive and capable
team as a result.
One of the core principles for business management
success is to learning how to give and to receive
constructive feedback. In our experience with business
management consulting, we have found this key skill to
be one of the most important for executive staff to
master. Constructive feedback is the only way to
learn and develop—both personally and
professionally.
One of the most important aspects of business coaching
for entrepreneurs is to help a new manager learn how to
be part of the creative team, but to also take a
leadership role in the team by using constructive
feedback techniques in business management. That
means, you as Manager, have a responsibility to your
staff to help them develop through your constructive
feedback on their performance.
What is constructive feedback?
First, I’ll tell you what it’s not.
Constructive feedback is not criticism (which has a
negative connotation because it is so often generalized
and personal).
Constructive feedback is a not personal (e.g. you are
lazy), but a targeted response to an individual’s action
or behavior (e.g. you did not accomplish the task you
agreed to complete) that is intended to help them learn,
and is delivered from a place of respect.
Constructive feedback is not “closed” but rather invites
the individual receiving the feedback to shed light, share
their perspective, or provide their response. (e.g. Do
you see it differently?)
Constructive feedback does not blame, but presents a
collaborative approach to problem-solving. (e.g. If we
are all to go home tonight on time, task A needs to get
done. What support can the team offer to finish task A,
so that everyone gets to go home on time.)
Why constructive feedback works
Constructive feedback enables you to give honest,
“tough messages” to those with whom you work.
However, instead of insulting, shutting-down others, or
alienating those who receive the feedback, and thus
lowering their morale and their resulting productivity, it
motivates them to ask for help, and acknowledge a skill
or competency deficiency, while feeling supported and
respected.
Two of the most important factors influencing employee
retention/satisfaction are: 1.Giving corrective feedback
in time for the employee to correct mistakes and 2.
Delivering the message in a respectful and encouraging
manner. Constructive feedback, because it is delivered
out of respect and a genuine desire for the individual to
improve, accomplishes both.
Principles of feedback
1. Choose correct timing for feedback
Praise is most effective when given as soon as possible
after the behavior has occurred. Immediate feedback will
help to reinforce a correct behavior and make it more
likely to happen again.
2. Ask for self assessment
Beginning by asking the person for self-assessment
gives them an opportunity to be personally involved in
the feedback process. It helps to promote an open
atmosphere and dialogue between the person doing the
coaching and the person being coached. Often the
person is well aware of his or her own strengths and
weaknesses. Through self-assessment, the person can
gradually assume more responsibility for his or her own
abilities and performance...
Pamela Millar, CEO
Bridgemakers Consulting
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