Tips and examples for giving feedback

Giving feedback is something we do all the time, even if we don’t realise it.

Sometimes it might be more obvious, in a formal setting like a 121 meeting. Other times we might not be aware that we are giving feedback at all through the way we approach and talk to people.

It should be seen and approached as a positive experience and learning opportunity so it’s very important to be mindful of how we go about giving feedback, whether consciously or unconsciously.

So how can you make sure feedback is effective?

• Feedback doesn’t have to be all doom and gloom – Make sure to highlight positives as well and recognise work that has been done well. Focussing on just the negatives will disengage and demotivate your team.
• Even though the above is important do not fall into the Feedback Sandwich trap – Starting and ending on a high with all the tricky stuff in the middle is confusing and can make people feel patronised. Being honest and straight forward with clear non-evasive comments. It will be received much better and will build trust.
• Don’t leave employees hanging – if you give them specific criticisms set some specific goals as well and then review it again in your next 121.

So it’s pretty simple, right?

Well no. If it was that simple, I wouldn’t be sitting here writing a blog about it! Even keeping the points above in mind, you still need to apply these effectively to real situations. Like they say, it is easier said than done.

So here are a few practical examples for you:

1. If an employee is struggling with their time management

Time management is difficult for most of us but sometimes it can become enough of an issue that you need to discuss it with an employee.

• A good way to approach it is to explain why it has become an issue – like what impacts their time management has had on other employees work for example.
• Then you can offer some useful tips – make it more relaxed by talking about how you personally deal with time management.

2. Tension between employees

It is not uncommon for there to be some tension between employees and the occasional rude comment to slip out. This is something that you need to address quickly before it becomes a bigger issue.

• Don’t finger point but ask for their version of events – This is really important because there are always two sides to every story but mainly because you are speaking to them and not the other person/ people involved. This needs to be explained clearly without assigning blame.
• After finding out what happened from their perspective – Explain how they could have handled it differently and more appropriately.
• Offer some advice for how they can resolve the issue by talking to the other employee and maybe suggest they go for coffee together for example.

3. A missed deadline

Don’t let it get to you, these things happen. But the key is making sure that you provide the correct support and advice so that it doesn’t happen again.

• Make sure they understand why deadlines are important – Explain why projects need to be delivered on time and find out what the specific reasons were for them not achieving the deadline.
• Go through how it will be better next time – Explain that you will ensure they have the tools they need to achieve the next deadline.
• Then you can offer your own ideas – Share how you make sure you achieve your own deadlines.

4. An employee seems disengaged

It’s important to make sure that all employees are engaged and happy at work, so if you spot some signs that this isn’t the case, you need to figure out what is wrong.

• Explain that you are concerned for them – You want to resolve the issue so just be honest and tell them how if makes you feel.
• Offer them some help – Think of a way to provide more support, for example by offering them a weekly 1-1 meeting.

Read our case study to see how we helped our client with their feedback here.

To find out about the improvements you could make to your business with Reality HR on your side then give us a call on 01256 328 428 for a free 15-minute phone consultation or fill out the form below to request a callback.

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