In my previous blog, Providing Constructive Feedback (Part I): 6 Tips to Follow, I pointed out the importance of constructive feedback as an essential component of effective employee development and performance management and provided 6 fundamental tips. Here are 6 more tips on how to give constructive feedback.
6 More Tips on How to Give Constructive Feedback
- Be a witness, not a judge. In other words, concentrate on describing instead of judging. Focus on what would be useful in the future (lessons learned) - not on blaming.
- Be objective. Good example: "Your manner resulted in two employees complaining about the way you treated them." Poor example: "You've been extremely rude."
- Avoid generalizations, be specific. Good example: "You've not attended three staff meetings and you've missed two project deadlines." Poor example: “You keep missing staff meetings and project deadlines.”
- Manage your nonverbal behavior. Look straight at your listener, maintaining eye contact at least one-half of the time. Use positive but sincere facial expressions such as smiling and looking interested. Use positive movement by leaning forward and nodding your head in agreement. Keep your body relaxed, but keep an upright posture. This sends the message that your feedback is important, but that you want to keep the atmosphere informal.
- Listen empathetically. Be attentive; use acknowledging words: "I see," "Hmm," "Uh-huh." People prefer vocal encouragement to silence. Summarize and clarify to avoid misunderstandings.
- Focus feedback on sharing of ideas and information. Don't give advice unless an employee specifically requests it. Be ready to help your employee, but don't tell the employee what to do. Instead, help the employee to explore alternatives.
Want to develop your feedback skills? Check out the online courseML120- Feedback Skills.
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