Giving constructive

Some of you may cringe at the thought of giving your co-workers constructive feedback. The temptation to simply say good job in a 360-degree review always seems like the safest bet, especially when the recipient is known to have a short temper.

With companies encouraging their employees to give feedback more often, rather than being wary of the inevitable you should learn to use feedback to your advantage. When given the right way constructive feedback can improve your teams efficiency and communication, diffuse tensions and build a positive work environment.

The easiest situation to deal with is when a colleague asks you for advice. This may be a younger employee who wants to learn from your experience or a fellow team member who simply wants to know how theyre doing. If theyre coming to you it shows that theyre already open to receiving feedback and actively want to develop their professional skills. Nonetheless, even in this situation you may still find it difficult to be completely honest.

As discussed in theprevious guide, having a growth mindset will help change your attitude towards both receiving and giving feedback. As an outsider you can provide your co-workers with valuable insights into their performance and point out certain behavior they may not be aware of. If your colleagues feel they can trust you to give honest helpful career advice, theyll be more likely to follow your suggestions, and feel more comfortable coming to you when theres a problem. This can lead to greater cohesion within the team and help you build closer relationships with your colleagues.

If youre unsure where to start, try to figure out if they want feedback in a particular area. Your co-worker may already have a specific skill in mind that theyre trying to develop, for example improving their sales pitch or presentation skills. Starting off the conversation by asking them how theyre doing at work or what they thought about the last project they completed can give you clues.

Sometimes giving peer-to-peer feedback may be mandatory, as in 360 reviews. Telling someone they did a good job or great work doesnt give them valuable information about their performance. Though you may believe opting out in this way spares your colleague the stress of receiving constructive feedback, you may be inadvertently hindering their potential for progress. It may be harder to speak up when your colleague hasnt formally asked you for feedback, but if given effectively it can be a great way to resolve conflicts and get team projects on track.

Its a fact that everyone will have different ways of dealing with deadlines, organization and stress. When working with others these different work styles may clash. For instance, when working on a team project, if one of your colleagues is consistently missing deadlines its essential that they understand the impact theyre having on the rest of the team. You may decide to avoid confrontation hoping theyll correct this behavior on their own. Failing to address the situation, could signal to your co-worker that no one will be too concerned if he misses the deadline by a few hours or even days, potentially encouraging a destructive work habit.

A common misconception is that giving your peers feedback may come across as patronizing. If you believe that your manager should be the only one giving constructive feedback, keep in mind that they might not always be there to notice detrimental behavior. If theyre only going to review the final product, finishing a team project late will instead reflect badly on everyone. As youre the one who works alongside them the most, you will have the greatest insight into your colleagues performance. Following the steps below will help you to deliver your message in a helpful, rather than patronizing way.

Employees are often too intimidated to give their boss constructive feedback. Instead you should see it as an opportunity to improve how your work is being managed, and point out concerns your boss may not have noticed. Imagine that in meetings your boss has a habit of immediately shooting down employees suggestions when they dont agree with them. Everyone in the room may feel intimidated to speak up, but no one wants to point this out to your boss. In the next meetings, your boss gets angry at what they see as a lack of participation.

To overcome this common fear its critical to realize that your boss is an employee too and as such they also want to improve their performance. One of the most important parts of their job is maintaining employee retention rates. Receiving feedback allows your manager to check in and work on creating a positive atmosphere in the workplace. Though you may be tempted to give out buckets of gold stars, again, giving only positive feedback will not help them to grow as a leader.

First start off with positive feedback. Recognizing your colleagues strengths will help to balance the constructive feedback youre going to give them and boost their confidence. Steer clear of linking your positive and negative feedback with but, although or however as this can make your compliment sound insincere.

To make sure your feedback doesnt come off as a personal attack, describe behaviors rather than traits. Think of specific examples and base your feedback on observations and facts, rather than judgments. For example, instead of telling them they never listen to others, you could say, I noticed that when Michael made a suggestion in last weeks meeting you disagreed with him before he finished explaining his idea. A good way to be sure youre not making it personal is by using verbs instead of adjectives. Sometimes you interrupt others and forget to leave space for different opinions instead of You are sometimes bossy and controlling in team meetings. To read more on delivery see Impraises blogpost onHow to Give Feedback the Right Way.

There are always two sides to a story. After giving feedback, give the recipient a chance to respond. Maybe they get annoyed when meetings run overtime and have a hard time rejecting ideas diplomatically. This transitions your discussion into a conversation rather than a one-sided review and enables you to confirm theyve understood your feedback. Its only at this point when you understand both sides of the situation that you can come up with an effective solution together.

Once youve given feedback, ask for feedback in return. With this step you can demonstrate that youre open to constructive advice and value their opinion, putting you on an equal footing. Ask specific questions about your performance to show you really want to hear from them and are not just asking as a formality. For more advice see our guides on receivingpositiveandconstructivefeedback.

If youre still unsure how theyll take your feedback, put yourself in their shoes. Imagine the situation is reversed. How would you react if your colleague gave you the same feedback? Would you be angry or grateful that someone pointed this out? Keep in mind differences in personality. It might be more difficult for some people to overcome a fixed mindset than others, but if you can honestly say you would not be offended receiving your own feedback, its a good sign youve planned your delivery well.

Employees are being asked for feedback more and more by their colleagues, manager and company. Fear of offending someone may make you more hesitant to give constructive feedback. If you learn how to communicate your feedback effectively you can help your colleagues grow professionally, diffuse office conflicts and improve your teams productivity.

We respect your privacy and wont spam you.

Great to see your interest! We hope it helps.

13 Ways Successful Entrepreneurs Are Amping Up Company Culture

Find out more about what were doing by clicking the button below

How to ask for feedback in the workplace

You find asking for feedback uncomfortable?Yes, it often comes with anxiety but it is an essential part of personal development. When you actively ask for feedback, you learn more and faster.

1-on-1s are a great method to have a frequent conversation between manager and employee. As communication in the workplace is often one of the weakest spots of almost all organizations, managers can make a big difference by having regular, structured, yet informal 1-on-1s with their team members.

So youve just finished with performance and 360-degree reviews and you notice one of your employees is struggling. Though some employees may take constructive feedback as a great opportunity to implement new insights into their work style, others may instead become discouraged.

Many employees mistakenly see feedback simply as the companys way of assessing who gets a raise, a promotion or who gets fired. You may have noticed that this mindset can elicit different reactions in your team members.

Impraise is a performance management software designed to help employees and managers by allowing them to give and receive feedback in a timely and constructive manner.

Performance reviews need to be beneficial and useful for employees, managers and organisations as a whole. In order for management to make the most out of the process, a template should be designed and used.

Performance review at work can be a scary experience, especially if you find out during one that your managers has not been happy with your work youve been doing. Even worse then the review itself, however, can be the days after it.

Improving employee performance is all about communication. Every manager wants his or her employees to use their talents to the fullest capacity. But realistically, its not possible for this be done 100 percent of the time.

Performance evaluations can be described as the necessary evil. Most employees and managers dislike the whole process,however, its needed to understand the current health of the employees and to determine productivity levels.

Employee performance management is the a process for establishing a shared workforce understanding about what is to be achieved at an organisational level. its is about aligning the organisational objectives with the employees agreed measures, skills, competency requirements, development plans and delivery of results.

An employee performance evaluation is about to be dropped in your mailbox, and like so many others, it sits in your to-do list until the deadline line looms. Then you scurry to fill it by copying your colleagues and just get done with the ritual.

The performance appraisal is and you need to understand how to answer the questions in your self-assessment. The best way to answer the performance review questions is to take a holistic approach to the review.