At work, few things are as demotivating as not receiving some kind of feedback on the tasks performed. Whether constructive criticism or praise, the employee needs this guidance to feel more engaged and to align the activities performed with the business objectives. This is precisely where feedback comes in as a valuable tool.
Managers, however, should never see this moment as just a trivial thing, which can be done anyway. On the contrary: it is necessary to know how to give feedback in the best possible way, in order to reap the benefits, it will bring to those who receive it and to the good functioning of the organization.
With that in mind, in this post we’ll talk a little more about the importance of adopting feedback as part of the company’s culture — also providing some golden tips to use right now. Shall we check?
Why is feedback culture important in companies?
To be successful, any business needs to have employees willing to always give their best, performing their tasks according to the company’s expectations. After all, what makes an organization work is precisely the people – and when they don’t feel motivated or don’t receive the proper education, they will hardly do a good job.
One of the main points responsible for this negative consequence is the absence of feedback. This moment of communication between leaders and subordinates is a key piece for teams to know if the work is being carried out correctly or if any changes need to be made. Therefore, feedback is indispensable to the daily business. Without it, the business only has to lose in relation to its performance and the achievement of its objectives.
On the other hand, when given frequently and always appropriately, feedback is much more than a powerful form of feedback. It becomes part of the company’s culture, helping in the individual and collective development of teams, eliminating possible bottlenecks and guiding workflows. The benefits of this practice make it all worthwhile. Check it out:
- motivation — feedback helps to motivate teams, as their members will gain confidence in what they do and feel encouraged to produce more and better;
- engagement — with an open channel of dialogue between employees and managers, work teams will feel that they are heard and that they are fundamental parts of the corporation. This is directly linked to greater engagement with work and organizational goals;
- development — when every employee receives adequate feedback, they have the opportunity to grow with them and put what they have learned into practice, which contributes to their development as a professional and to the quality of their deliveries;
- talent retention — the professional, when feeling valued and recognized within the company, hardly chooses to leave it. Therefore, well-provided feedback is a great way to retain talent.
What are the best ways to provide feedback?
Even with all the benefits mentioned so far, we know that, in practice, giving feedback is not such an easy task. After all, how to make it not sound accusatory or destructive to those who receive it? Follow the tips below and make the process more objective and effective!
1. Prepare yourself in advance
The person giving the feedback must consider that it directly involves dealing with others. Therefore, all care and planning at this time are essential so that conflicts do not occur. Being well prepared, then, is the first step before calling the employee into this conversation.
Keep in mind everything that needs to be said and how the message should be expressed, always in the most appropriate tone possible. This avoids confusing the receiver or ending up generating misunderstandings between both parties. Writing down the main points of the conversation in a paper beforehand is an excellent tip to be objective and not get lost during the feedback.
2. Break the ice
Feedback should not be feared or seen as an extremely formal moment, in which employees just sit and listen to destructive criticism of their work. This will only bring negative results – since, as a form of defense, employees will already come with “two stones in their hand” to rebut any given argument.
When receiving the collaborator for the conversation, it is important that the person providing the feedback – usually the leader – breaks down some barriers of formality early on, making the receiver more comfortable and dismantling that defense mechanism. Here, sensitivity and empathy must always be present. There is no need to be superior.
It is also important to break the ice in the first moments, asking the employee how his day is going, for example, and informing him that the dialogue will be a two-way street, that is, everyone will have space to talk and listen. This makes the situation more pleasant and makes it easier for the feedback to serve its purpose.
3. Start with strengths
The good old tactic of starting a conversation with good news always works, so this is one of the top tips for giving feedback the right way. It is interesting that the leader, before reaching the point of constructive criticism, reinforces to the employee some of his positive points (such as skills, attitudes, etc.) and says how important his work is for the company’s growth.
To reinforce the opinion, the person offering the feedback can present concrete data or even report how he liked something the employee did or the way he acted in a given situation, for example. All of this prepares the receiver for the next stage of the conversation, which will address any failures.
4. Submit improvement suggestions
Although not all feedback involves the presentation of negative points, it is a fact that, at one time or another, that moment will come. Therefore, being well prepared for it is essential. The leader must treat any failures as opportunities for improvement, not make comparisons with other employees and make sure that the employee understands why he is receiving that criticism.
As we have already said, feedback must be based on dialogue, that is, after offering the criticism, let the employee say what he feels and provide his opinion. Then, present an action plan with suggestions of what can be done to reverse the situation pointed out.
