Without feedback, growth - both personally and professionally - would be difficult. Colleagues wouldn't know how to better contribute to the team. Salespeople wouldn't hone their selling skills and increase their close rates. Managers wouldn't improve their leadership skills. People need feedbac...
Feedback provides an opportunity to gain insights about a person's personal and professional actions. Without feedback, we will move in the same direction without realizing our shortcomings. With feedback, we can incorporate outside suggestions and improve accordingly.
It is essential to identify the employee's strengths, weaknesses, and potential trouble areas to give an idea of how to provide positive and critical feedback, and to what extent.
Timely: Unspoken issues can worsen over time, but by providing quick feedback can mitigate the issue early.
Specific: Feedback needs to relate to behavior and you should communicate how that behavior impacted the person involved.
Balanced: If feedback must be imbalanced, it should weigh more to the positive. Be intentional about regular positive feedback.
Actionable: “When you do [action taken], it [impact of the action]. Could you [desired action]?”
If an employee is surprised by the feedback, then the manager has not done the job of providing regular feedback before the formal feedback session.
Customer feedback is essential to improving your business. You'll not only figure out how to improve your offerings but also get insights on ways to communicate the value of your product better and even clarify your ideal customer.
When asking for customer reviews, make the process simple, and provide clear instructions.
Explain to your customers why you're asking for feedback.
Time your request for feedback strategically when customers are most interested in sharing. For example, shortly after the purchase or at a significant milestone.
Make the request personal, so the customer knows it's coming from a person.
Forms are the easiest way to collect feedback. Forms send directly to your customers have a more personal feel.
Performance feedback. It is more formal because it tends to be scheduled and covers positive and constructive evaluation.
360-degree feedback. It comes from a combination of people connected to the employee, for example, direct reports, peers, managers, other potential raters.
Boosting Your People's Confidence and Ability "Performance review." Does the mere mention of this event make your heart sink? Employees and managers the world over dread this ritual and therein lays the main problem: we have institutionalized the giving and receiving of feedback.
The purpose of giving feedback is to improve the situation or the person's performance. You won't accomplish that by being harsh, critical or offensive.
The closer to the event you address the issue, the better.
And it's much easier to provide feedback about a single, one-hour job that hasn't been done properly than it is to do so about a whole year of failed, one-hour jobs.
But if the situation involved is highly emotional, wait until everyone has calmed down before you engage in feedback
One-on-one meetings are a great tool for managers and employees. The allow you to check in with the team's morale and to get to know the people you are working with better. Effective one on one meetings are also great for getting employee feedback which is extremely important for managers.
A good manager should have a handle on how to manage people, but managing is a process that requires ongoing learning and creativity. Get the most out of your managers by giving them the resources they need, and more, at Monster.com.
Employee retention rests on opportunities to learn and advance; work/life balance; a good cultural fit; and an appreciation for good work. High employee turnover is a clear sign that something’s...
Good managers provide continuous feedback to them. This allows the employee to quickly make course corrections and to feel successful.
Employers should be mindful of those they promote into leadership positions. Strong communication skills are a must when leading a team of people and coaching on this area might be necessary for some.