When you recognize a problem, giving feedback is by-far the quickest way to encourage change. Feedback can help an employee focus on areas they need to improve upon and allow them to look at the situation from a different perspective. Think you’re giving great feedback but not seeing results? Consider these steps when having your next conversation.
Don’t be impulsive.
If you’re already upset with an employee, take a deep breath before giving any type of feedback. If you don’t, just imagine pulling the pin and letting a grenade go. One part of giving feedback is to not be impulsive and say what you need to say just to get your point across. When a situation arises, address it at that moment. Otherwise, that individual will take your feedback as insincere and group it with past frustrations.
Take note of your audience.
Who is the individual receiving the feedback? What resonates with them? It’s inevitable that we talk to people differently and that’s the same mindset to take into consideration when you’re giving feedback. If the goal is to create change then you have to give it using their rules and lingo. Sharing a metaphor? Make sure that they will catch on. You can have a great point and be constructive, but if it’s not understood then it’s a strikeout.
Do it at the right time.
Timing is everything when providing feedback. If you want your feedback to be useful, you have to find an appropriate time for the person to receive it. People don’t have the capacity for poor delivery. As the person giving the feedback, you have to be observant of the best time to say something and when to say it. I always tell my leadership team that your feedback needs to be delivered when it’s good for the other person to hear it.
People can only handle feedback in increments.
People tap out after five minutes, so whatever you’re planning on saying: shorten it. Just as Twitter only allows 140 characters, you have to give the best of what you got and give it quickly. As we all know, receiving feedback isn’t easy and if you’re giving feedback, always condense and consolidate it.
Get feedback on your feedback.
At the end of your feedback, ask the individual what they heard. Yes, you read that right. You’re essentially receiving feedback on your feedback. I’ve always found that this process is both fair and polite. It’s also important to ensure that the individual understands what you actually said. Think of your question as a quality check. If the point is off – you’ll get a platform to reiterate what you mean. Don’t, however, take two bites of the apple in the same session. If they didn’t get the message, immediately clarify what you meant and then schedule some time to revisit the topic in a few days.
By following some of these tips, you’ll find that your employees will be more motivated and focused. You’ll also benefit from a work environment that strives off of open communication. When thinking about your delivery, what tips or methods have you found work best when it comes to delivering feedback?
Originally seen on LinkedIn: https://www.linkedin.com/pulse/valuable-business-lessons-taught-kids-steve-klipsch/
