Feedback is the culture of evaluating employees' actions and results so that they can evolve in relation to their negative aspects but at the same time have their strengths recognized and highlighted. This practice promotes the growth of the employee and consequently of the company.
 
According to the Performance Management Report published by the Top Employers Institute, employees prefer more regular, less formal and more constructive feedbacks.
 
It is important to remember that we have the habit of self-criticism, but feedback is able to move away the labels we create for ourselves when done right. In this way, it is necessary because it functions as a healthy orientation so that better results can be achieved.
 

But how to make feedback that will actually help employees evolve? Here are the tips we have prepared for you if you succeed in this challenge:

 

Highlight the positive features first

Before the constructive criticism, it is interesting to highlight the positive points of the collaborator. Starting with the compliments prepares you to receive the criticisms that will come next. An optimistic feedback is what everyone wants to receive, even if the negative points come after, focusing on the best actions is a good way of recognizing to keep the employee engaged.
 

Turn destructive criticism into constructive

Are criticisms already difficult to deal with, imagine receiving destructive criticism? Destructive criticisms are those that bring bad intentions - such as pejorative judgments, rude words, among other things - and should never be used by the person giving the feedback.
 
All the criticisms must be constructive so that the team has stimuli to grow and improve more and more. Suggesting changes is a great way to use the constructive character that helps guide the next steps toward perfection.
 

Be careful with the terms used

It is necessary to be careful with the terms that will be used, as they may suggest other meaning to the conversation and impair understanding. In order to avoid misunderstanding, be clear and explain in the best possible way, it is indispensable to be calm at this moment, since the feedback includes negative points that need transformation and can make the other person uncomfortable. Try to think before you speak so that conflicts are avoided.
 

Present data

Check what you are saying with real data, this will aid the understanding on the part of the collaborator and bring to him a reflection on what was said. The information confirms what the feedback has brought to the discussion, adding more credibility to the practice.
 

Indicate solutions

The employee needs help solving the problems that were pointed out in the feedback, at which point he will need a direction to evolve and leave the flaws behind. Seek to indicate concrete solutions and transformations that he can practice to guarantee his changes. Thinking together is also a way to solve problems.
 

Hear opinions

Pay attention to what the team has to say. The exchange of knowledge establishes a pleasant relationship between who is receiving and who is giving feedback. Asking questions to the employees shows that the participation of each one is relevant to make up the team and to get ahead.

 

Conclusion

It is critical to leave the feedbacks recorded so that you have control over the previous results, which can be used to compare gains later. This is possible in the Vivaintra Internal Communication module. In addition, the employee has the possibility to comment on the same, which provides a greater integration between both parties. The comment will also be recorded. Try it! 
 
Stay tuned to the practice of feedback, you will be able to promote the growth and evolution of employees and the company. Remember to focus on the descriptive character, that is, it is important to describe the problems and not judge them so that they can be solved properly. Feedback should become an indispensable culture in the corporate world.