You want to create a positive, energetic work environment. As a result, you avoid delivering critical feedback, assuming it will have a negative influence on morale. However, this holds your team back. Providing constructive critical feedback doesn’t have to be a negative experience. In fact, it helps drive your employees to reach their full potential.
It’s a myth that workers hate to receive negative feedback. Delivered in the right way, these performance corrections can unlock potential and create a more dynamic work environment.
The numbers back this up. A survey conducted by Harvard Business Review found that more than half of employees (57%) would rather receive corrective feedback than praise or recognition. In other words, most of your team members would like you to help them become better at their jobs.
The Value of Critical Feedback
Delivering tough criticism can create tension. It’s not a pleasant experience for either you or the employee receiving the feedback. As such, many supervisors procrastinate about having these discussions, hoping that performance issues will work themselves out without the disagreeable conversation having to take place.
However, that just delays the inevitable. It’s better to offer constructive feedback as early as possible. Here are a few benefits you derive from providing critical feedback in a timely manner:
Improve Individual Performance
With the right feedback, you improve quality and boost the output of the individual employee you’re talking to. Every member of your team will get better over time.
The process of delivering feedback also creates a structure of accountability. Workers will also improve on their own because they know their work will be reviewed.
This also creates the positive byproduct of making your team feel seen. They’ll know their hard work is appreciated when they fulfill your expectations.
These conversations also let you set a tone. Critical feedback doesn’t just deliver individual performance upgrades. You also communicate your overall values and commitment to quality. This, in turn, elevates your corporate culture.
Delivering Feedback Constructively
Of course, to say critical feedback has value doesn’t mean issuing an open license to berate your employees. Rather, you’ll get better results with a sensitive, constructive approach. That way, you can maximize effectiveness and minimize the stress that can sometimes accompany these types of discussions.
Here are a few tips to keep in mind as you look to deliver feedback constructively:
- Give Feedback Privately: Don’t embarrass anyone. Pull them aside to deliver your feedback.
- Stay Professional: No yelling. No insults. Keep the focus on the work.
- Focus on the Positive: Critical feedback doesn’t have to be negative. Present it like you’re making an upgrade or adding a feature to an otherwise stellar performance.
- Clearly Describe What You Want: Communicate your expectations in detail. Teach, don’t blame.
- Provide Measurable Definitions of Success: How will your worker know if they are successfully following your feedback? Define how you will measure their improvement.
- Create a Dialog: Allow for questions and let your team member air their concerns. The two-way interaction will lead to better results.
- Follow Up: Reinforce your feedback with follow-up conversations.
Top employees crave improvement. They will seek out constructive feedback to get better at their jobs. Finding these high-performing workers will help you build the team you need to get ahead. A strong staffing agency, like SmartTalent, makes this possible.
Contact SmartTalent today to find the workers you need to grow over time.