Feedback is a way of showing employees whether or not their work is meeting the company’s expectations.
Often, people do not understand the reasons behind their dismissal, and one of the factors may be precisely the absence of a feedback culture that highlights strengths, weaknesses, and areas for improvement before they leave.
It is essential that the company promotes a democratic feedback culture, i.e., that feedback does not only come from the top down. Leaders should also be evaluated by their teams, and it is up to the organization to create safe spaces for this dialogue.
Feedback is therefore a valuable tool for the professional development of both the manager and the team, as well as increasing employee engagement and motivation.
Maintain consistency
The feedback culture must be consistent. An example of this is the context in which feedback is given. It is good practice to praise positive behavior in public and reserve more sensitive criticism for private moments, when the manager has greater freedom to talk to the employee and protect them.
If one employee is praised in public, in front of colleagues, and another receives positive feedback only in private, the latter may feel demotivated. This situation can affect talent retention.
Be clear and precise
The message must be perfectly understood, so feedback should be objective. Avoid using overly elaborate language, vague statements, or beating around the bush. Get straight to the point, explaining the situation that prompted the conversation.
Convey constructive messages
Feedback should identify the problem, but also indicate ways to resolve it. This dynamic is essential for each team member to gain more knowledge and experience to face future challenges.
Observe your own emotions
It is natural for emotions to change when a situation arises that requires feedback. Therefore, avoid calling an employee when you are very angry or emotionally affected. This tends to aggravate the problem rather than solve it.
Follow up on the employee’s next steps
After giving feedback, monitor how the employee acts in situations similar to those that led to the conversation. Feedback is only the first step. For behavior to change, it is necessary to positively reinforce progress and support the process.
In summary, choosing the right type of feedback is essential to promoting a healthy work environment and driving personal and professional development. When applied in a balanced way, leaders and employees build a context that favors individual and collective growth.
Source: SAP Concur
