Feedback that is constructive can often be difficult to receive, and is just as difficult to deliver. Whilst research indicates that we want feedback, it also shows that we are not comfortable or not willing to deliver it. However the better the feedback that people receive the more successful an organisation can become.
Effective feedback is something that we need to practice. It is little wonder that constructive feedback is something of an art. When done properly, constructive criticism can help to offer clear expectations, a fresh perspective and also improve employee performance and morale. It can also reduce any conflict and toxicity that may exist in a team.
The most effective way of delivering good constructive feedback is to do so in person. It is best not to be given in the written form. Delivering feedback to a person directly shows a level of respect for team members. When this is not possible there are alternatives. For example, zoom could be used as a form of face to face feedback delivery. The key point is that both parties should be able to see each other during any feedback session,
One of the hallmarks of constructive criticism is being specific and offering actionable insights. A good employee wants to know what they are doing well in their job and what they could do to make their performance better it is the responsibility of the person giving the feedback to provide them with the tools with which they can do this stop
It also matters how feedback is timed whilst many busy managers may prefer to wait for an annual review to offer feedback it is in fact better for it to be done in real time when issues almost irrelevant. The context of timing is also important, to be truthful and stick to facts, many unfortunately turn to jokes as a way of trying to make negative feedback easier.
Focus not on people but on actions
Too often people are uncomfortable giving feedback because they feel it is personal and do not want to hurt someone’s feelings however not offering constructive feedback is avoiding conflict and this can undermine your team.
Good constructive feedback focuses on the product and not the individual with criticism never being personal. An employee who misses the deadline is not necessarily lazy incorrect work does not signify incompetence. Focus your efforts on actions rather than perceptions use the “I” technique, “I recommend,” “I believe” to underline this.
A good leader is someone who focuses on solutions and can get to the heart of any constructive feedback. It is important to offer specific problem solving recommendations or examples that will help to improve things. The feedback that you give is not a call to action but the solution that you offer could be
Make it a conversation
Empathy is important to good feedback; it is not just about you are telling someone what has gone wrong and giving them feedback it is also about listening to their feedback to you. There should always be a conversation involved in good constructive feedback.