Just Go All Out With Employee Feedback

2 min read
Jan 5, 2015

manager being fearless with employee feedbackIt’s time for you to give your employees feedback. Yes, we can hear you sighing, moaning, or groaning. We know there’s a sense of dread around this task. Managers drag their feet because they don’t know what to say or don’t want to anger their employees.

But if you want your employees to improve, you just need to suck it up and dish it out. Here is why being fearless is beneficial to your team:

Just Say It

Silence is a killer in the workplace. Saying nothing is worse than giving negative employee feedback. According to these findings, 72% of employees think their performance would improve with more feedback. But it doesn’t help when 50% of managers fail to give constructive feedback because they’re afraid of being the “bad guy.”

If an employee is continually repeating the same mistake over and over again, are you just going to stay silent? Even if it’s slowing down productivity? Being proactive about feedback—positive or negative—is always going to be the best option. It might not be the easiest route, but employees can’t improve if they don’t know there’s an issue. And negative feedback can have a positive impact, if done right.

Be The Coach

We get it, negative feedback is a sensitive task. But don’t walk into the meeting thinking you’re going into battle. Having a negative frame of mind will only make employees become defensive.

Instead, consider feedback as a way to provide coaching. You’re the manager. You’re supposed to help employees grow, and that’s done through feedback. Let your employees know how making these changes will benefit their professional development.

And don’t cop-out by only pointing out the positives. Constructive feedback is golden! Guide your employee on how to apply these changes in order to improve their performance.

Customize The Critique

Unless you employ only robots, your workers are all very different. So tailor your feedback to fit the employee’s personality, career stage, skills, and age.

Consider these numbers: 70% of Gen Y want strengths-based feedback. On the other hand, 50% of older employees want constructive feedback to help them grow.

Tell millennials how to further improve what they’re already doing well. Unfortunately, that doesn’t work well with the older crowd. Instead, tell veteran workers where they’re lacking and how they can improve. Feedback is never a one-size-fits-all process. So don’t be afraid of approaching employees differently.

Holding your tongue during feedback isn’t going to help anyone or the company succeed. When approached with the right frame of mind, you can spin negative feedback to have positive results. But first, you need to be fearless with starting the conversation.



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