deepstash

Beta

Giving Feedback: Boosting Your People's Confidence and Ability

Deepstash brings you key ideas from the most inspiring articles like this one:

Read more efficiently

Save what inspires you

Remember anything

https://www.mindtools.com/pages/article/newTMM_98.htm

mindtools.com

Giving Feedback: Boosting Your People's Confidence and Ability
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.

4

Key Ideas

Save all ideas

The "why" 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.

You'll likely get much more fro...

50 SAVES


Timing of the feedback

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 s...

55 SAVES


Make it regular

Informal, simple feedback should be given much more often than this – perhaps every week or even every day, depending on the situation.

It's not a once-a-year or a once-every-three-mon...

45 SAVES


Keep in mind

  • Prepare your comments: Will help you stay in track;
  • Be specific: Tell the person exactly what he needs to improve;
  • Criticize in private: While pu...

62 SAVES


SIMILAR ARTICLES & IDEAS:

Feedback

Feedback

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. ...

Types of feedback

  • Positive vs. negative. Positive feedback confirms that someone is taking good action, while negative feedback shows what actions need to be corrected.
  • Formal vs. informal. Formal feedback is given on a set schedule, and informal feedback is short and follows after an action or event.
  • Annual vs. monthly
  • Verbal vs. written
  • Manager vs. peer

Effective feedback

Effective feedback is:
  • Objective. Don't let your personal feelings get in the way.
  • Timely. Feedback should follow when the event is still fresh.
  • Constructive. Give respect and show that you have their best interests in mind.
  • Actionable. Feedback must include immediate next steps.
  • Warranted. Give your employees room for mistakes and learn from them.

6 more ideas

Negative Feedback

Negative feedback is a more important component of the feedback cycle than positive feedback. 92% of people say in a study that negative feedback improves workplace performance.

Why are people scared of Feedback

Normally people react with caution and fear towards negative feedback, but it is much better than no feedback at all.

Informing the colleague/subordinate/client/customer or individual about something that is not working, is always beneficial, and builds transparency and trust.

Check how it impacts the person

The fundamental goal of giving feedback is to help the person you’re giving it to. They should realize that you are not trying to make them feel bad, and this is an exercise to help make them better.

How it impacts each individual is going to be different so a tailor-made approach is required. 

5 more ideas

1:1 meetings

1:1 meetings

1:1 meetings matter. It is important to nurture that essential employee-manager relationship. But it still not easy to get right.

Under pressures, managers are still juggl...

1:1 category

The goal of an effective 1:1 is not an update from your direct report or for you to lay down some instructions. It's a conversation. It's a chance to hear about your direct reports' ideas for your product, their career goals, and possibly their opinion of their performance.

Keep a list of three potential topics ready for discussion. When they say they have nothing to discuss, you can jumpstart the conversation with one of your items.

Manager's best tool

Your most precious resource is your own time and energy. When you spend it on your team, it helps build healthy relationships.

Your job as a manager isn't to give advice or 'save the day.'' It's to empower your reports to find the answer themselves. If you want to understand what's going on, ask. Let her lead the conversation while you listen and probe.

7 more ideas