Generally speaking, there are two different types of feedback managers can choose to share with their employees: constructive feedback and destructive feedback.
In other words, constructive feedback is a tool of a visionary leader. Destructive feedback is generally used by playground bullies — or managers who are really in over their heads.
In addition to helping foster a more pleasant work atmosphere, giving constructive feedback to your staff during performance reviews will also help your employees:
Certain employees might feel as though they can do no wrong. That perception can change after a quick sit-down meeting with a boss who offers constructive criticism. Quite simply, constructive criticism allows employees to see their production from a new angle.
The first part of constructive criticism involves telling workers what they’ve done well. Even though there are areas that need to be improved, employees are still encouraged by the fact their bosses compliment their efforts. They know their time wasn’t spent in vain.
The second part of constructive criticism involves telling employees, specifically, what they did wrong and what they could do to avoid making the same mistake in the future. This encourages them to try harder, so their bosses don’t offer any of the same feedback twice.
Teams admire managers who give constructive feedback. Employees understand that their bosses really care about helping them become better, more talented workers. As a result, employee-employer relationships become that much more trusting and stronger.
Every manager has a choice to make. You can either help your employees reach their full potential and earn their respect as a result, or you can take them for granted and create a toxic work culture.