One of the key processes in managing a team is also one of the most sensitive discussion topics. It’s the process that can help you achieve 150% of your goals or it can also cost you an employee. Yes, it’s feedback.
Feedback is necessary but we never seem to find the perfect mix of positive and/or negative indications that can improve someone’s performance. So it’s a process that sometimes gets lost on the way to reaching goals.
Here are 3 key things to keep in mind, as a manager, when offering feedback to your team members:
- Identify their strengths and build on them with positive feedback. It can improve their work performance by up to 20%.
- Don’t be afraid to offer constructive feedback if something went wrong. Give them space to grow. In a recent study, 70% of the employees who got the most negative feedback and who made an effort to improve, had a 33% increase in their performance the following year. It seems they were happy to hear what was going wrong in order to get it right.
- Be there for your team. Make an effort to track their evolution and to know how they feel most of the time. Be simple, direct, honest, personal and blunt, by using the 5 words method. You can also use Hppy to follow their mood and receive constant feedback, to see if you’re making progress.
The key to a good feedback is to actually give it. As often as necessary and tailored to a person’s needs. Your ultimate goal should be to help that person.
Try meeting with a different team member every day, to get to know more about them. Offer your feedback and then spend at least 10 minutes discussing it.