O feedback is a powerful tool for increase employee engagement, motivation and even confidence. The aim of feedback is to develop the professional more and more, to recognize and make clear the importance of their work and their objectives in achieving goals and in the company. However, feedback can be extremely difficult to receive, as well as to give, especially if it is not done in the right way, as it can make people feel demotivated and interpret the feedback as a personal attack. Although negative feedback may not be well received, it is necessary in order to improve performance.
Feedback is simply defined as a process of making constructive suggestions with the aim of improving performance, providing an overview of how current performance is, what progress has been made and how to improve. Feedback is an extremely important tool, as it guides and motivates employees to achieve their goals.
Benefits of Feedback
With feedback it is possible to create greater communication and interaction with team members, influencing them positively:
- Increased motivation: When an employee receives positive feedback, they know that their efforts have not gone unnoticed and with the recognition, they perform more and more good work, based on the constructive criticism they have received;
- Improved performance: With feedback it is possible for the employee to understand where they need to improve and further enhance their skills, achieving greater performance in their activities;
- Continuous learning: It's easy to fall into a routine, especially if the job involves doing the same activity every day. Frequent feedback provides a means for this employee to learn something new. This way, they have different ways of carrying out activities rather than falling into a routine that ends up becoming boring;
- Helps improve the organizational climate: Strengthens the organizational climate by providing greater sharing of opinions and ideas, reinforcing a more collaborative environment. With feedback, employees understand the effect of their work on each goal achieved;
- Itaccelerates personal growth: Feedback presents the employee's strengths and weaknesses, allowing them to be more self-aware and seek opportunities to continue improving their performance;
- Improves relationships: Promotes greater honesty and trust between management and team, as it involves making constructive criticisms and pointing out improvements in processes or skills, making the relationship between leader and led closer.
Types of feedback
Feedback can be categorized as a basis for internal and external relationships, and it is valid to apply it at various times and not just after a specific project and/or activity:
Encouragement: Every manager knows the limitations of their team, giving feedback that touches exactly on the weak points, as a form of encouragement, can make it even easier for things to be done right;
Guidance: This is the type of feedback that directs the person receiving it to promote different or better practices;
Praise: When employees are praised for their results, it drives them to improve and to want to do more and more;
Recognition: Recognition is stimulating and can lead you to practice more often. It is one of the best ways to build relationships between leaders and those they lead;
Negative: This feedback is the most delicate, but when done correctly it can help the professional. In this type of feedback, it is important to detail clearly and objectively where the fellow employee needs to improve, always pointing out the solution;
Customers: Customers can be sources of feedback, especially for service companies. This type of feedback can be done through surveys, in-store systems, calls to specific customers or focus groups;
Data: Using KPIs and performance evaluationsyou can provide objective, metrics-based feedback;
Leadership: Managers, supervisors and team leaders can be sources of feedback, as they follow the daily routine and better understand the individual performance of each employee;
Teams: Teams interact more with each other than with their leaders or managers. They have a better understanding of their colleagues' individual performance and can offer a different perspective in the feedback process;
Employees: Feedback is not just a top-down process, but employees can provide feedback to their managers and even to senior management. This type of feedback allows the professional to feel part of the team, as their opinion is important.
Stages of good feedback
Feedback is important, but knowing how to deliver it - good or bad - will make all the difference. If feedback is given in the wrong way, the employee may interpret it as an attack. Feedback should be clear, objective and concise, and some stages can be divided into:
Start with the positive
If the employee's performance has been poor and negative feedback is needed, it is recommended to start with the positive. That way, the professional doesn't feel "attacked" or closed off to constructive criticism;
Be clear and specific
Avoid generalized assessments and vague questions. Be direct and communicate feedback clearly, adding detail to your statements, if possible use indicator monitoring such as the OKR target management. If necessary, send a follow-up e-mail to clarify the points discussed.
Be objective
Stick to the facts and try to justify why you are giving this feedback. Often the professional himself is aware of his poor performance, so the feedback shouldn't come as a surprise.
Provide Solutions
There's no point in telling employees what they're doing wrong if you're not going to provide a solution on how to improve.
Provide continuous feedback
Most of the time, feedback is only given during appraisals. Feedback should take place frequently and not just at a specific time of the year, so create a plan with regular meetings. Provide guidance and ask the person to confirm the steps they have implemented, the training they have carried out and whether the result has improved. This will also help build trust and a stronger relationship;
Hold a meeting
Always opt for face-to-face feedback, a telephone doesn't convey body language and email can lack context and clarity.
Practical examples of feedback
Feedback for praise
"What a great job you did on the presentation yesterday! I hear the client was very pleased and can expand the project significantly. Well done. I'm really happy with all the hard work, creativity and energy you put into it. "
Feedback for quality/skill
"I noticed how well you responded to this client's concerns. You were patient, understanding and creative. Customer support is an important part of our company, and you certainly contributed to our continued high level of satisfaction. "
Feedback for contribution
"Paula told me that she is using the new platform to track sales, based on her positive feedback about the app. Thank you for supporting our new technology and setting a great example. "
Feedback for positive behavior
"Thank you for using a spreadsheet to control all the project expenses. It was very useful for the team and we managed to keep costs within budget. It was so effective that I would like to use it for all our future projects. "
Feedback for recognition
"I understand that there were some very difficult days at work due to the weather and the lack of supplies. It's remarkable how you managed to keep everything running smoothly. I really appreciate your work and perseverance. "
Feedback for negative behavior
"Several of your colleagues have reported hearing you tell jokes that they find offensive. This company has very clear guidelines. Any comments or jokes that might offend others are not appropriate and will not be tolerated.
Feedback for follow-up
"We set performance targets to ensure that you, and our business, succeed. Your goals are linked to organizational objectives and affect our overall results. I am concerned that you have failed. Let's discuss why this happened and what changes we can make to ensure that you succeed in the future. "
Feedback on performance
"You're one of our best salespeople and your results are always excellent. Recently, however, I've noticed a drop in your numbers. I was wondering if there's a reason for the change and if there's anything I can do to help you succeed. "
Feedback for errors
"Unfortunately, the marketing materials sent out recently had the wrong logo. I understand that digital assets can be difficult to manage, but I thought we had a clear process in place. I'd like to hear your perspective on how the mistake happened and how we can avoid it in the future. "
