How do you feel about having to give feedback? Or how did you react when you realized that your feedback was soon ignored? This feedback is critical in organizational environments, but there are times when it may not work as you expect it to.
People pay attention to what others they respect tell them. And that would not be different in a company. Managers and employees need to be aligned and having two-way communication between themselves so that this respect is built day by day.
To create a culture of constructive feedbacks that people will listen to and take into consideration, a few steps can help.
Focus on the problem, not on the person
Do not make feedback a personal attack. Remember that this feedback should encourage the employee to do differently, the better, so that not only the company has the benefits, but those who receive the feedback can grow. After all, we are talking about constructive feedback.
If instead of trying to solve the problem, you just criticize the collaborator, there will be no motivation and no chances for that respect we talked about at first.
When you have to give feedback, be specific about what needs to be rethought. To point out this in a vague way may leave the collaborator confused, which will not lead to the desired improvement.
Be aware! Do not allow your subjectivity to take over. Just because you did not like something does not mean that it is not good or it did not work.
Make the feedback something positive
Did you know that it is 30 times more likely to have employees engaged in work when their managers focus on their strengths *, rather than just their weaknesses? This means that positive feedback should be a reality in companies
Many people today see this word as something negative and they will be criticized for their performance. Using this technique to praise and encourage your collaborator will generate more motivation and commitment in the accomplishment of the work.
Eliminate guilt and create a synchrony
Putting blame on someone does not contribute to constructive feedback or problem solving. The focus should be on finding a solution for both parties to win.
In a conversation like this, ask regularly if the employee agrees with what you are saying, and make a collaborative effort, and ask how you can help improve and prevent the problem from happening again.
Ask yourself why
Since 65% of employees want more feedback *, the effort to make the best possible return is not in vain. Then ask yourself the reason for the feedback, and try to have the answer to help the employee improve on what he does.
Working mutual respect within the organization will make a difference in giving and receiving feedback, preserving your company from the high turnover and low productivity of employees, thus increasing the company's performance in front of the market and its customers.
Vivaintra believes in the importance of feedback in corporate culture, so it is a Collaborative Social Network, with tools that enable greater interaction between managers and employees of an organization, helping horizontal communication.
* Https: //www.officevibe.com/blog/8-tips-employee-feedback