Are you giving your employees constructive feedback?

Employee commitment is driven by factors largely controlled by the manager, including recognition, opportunities to learn, fair treatment and effective feedback.

In our last ezine there was a short self-assessment asking: "How do you rate as a manager?". Some of the questions asked about feedback - are you giving feedback regularly and effectively? (If you haven't seen the survey you can access it here.)

Giving feedback is an important, but sometimes overlooked, part of a manager's role.

Why give feedback?

Feedback helps people to learn and improve and sustains their level of motivation. It is important to give feedback and also to receive it. Here though, we will look specifically at the art of giving feedback.

In our work with organisations managers have expressed that they sometimes find it difficult to give feedback. Many said this is especially true if it is about an employee's weaknesses. Surprisingly, others have said that they found it uncomfortable in giving positive feedback. But, attention and recognition is a basic human need and employees want to feel that they are a valuable member of the team.

How do I give feedback?

Each employee needs to be dealt with individually. By asking questions and listening, you can work together to get the most from each employee. People want to enjoy their work, so by regularly reviewing expectations and performance, together you will uncover obstacles, as well as what motivates them.

Here are ten tips for giving effective feedback:

• Give formally and informally
• Focus on behaviour
• Establish standards
• Be clear and specific
• Be positive and constructive

• Use 'I' statements
• Give at an appropriate time
• Give the right amount
• Verify understanding
• Develop an action plan

If you would benefit from a comprehensive list of these ten tips click here

A recently published article discusses "The Four Myths of Feedback". This article highlights the following four myths as identified by executives and how to overcome these obstacles to constructive feedback.

• Myth 1: My reality is the reality, and my job is to get you to see it.
• Myth 2: Defensiveness is bad and should be avoided at all costs.

• Myth 3: This performance problem has nothing to do with me.
• Myth 4: Mistakes are crimes to be covered up, punished or both.

Feedback will not only mean better performance, employee satisfaction will also improve. If you want to know more about giving constructive feedback contact AttitudeWorks.