Springing up from your desk when your colleague informs you that your boss is calling you in a cabin to give you feedback with questions in mind like, “What have I done?”, “Did I make some huge mistake?”, “Are they going to fire me?” or “Am I not doing my job properly?”. This mindset of people makes the word feedback so negative and you are spoken to or given feedback only when you do something wrong or incorrect.

Today let’s dive into the depths of this word which makes people sweat and see if there can be a positive change which will help people develop their skills or motivate people to continue with the same effort and produce strong output.

 

Positive and negative feedback

Everybody knows that there are two types of feedback one is negative other is positive. As the names suggest, positive feedback is when an employee has achieved a milestone or has been performing exceptionally well. Negative feedback is the other side of the coin, i.e. when the performance is not up to the mark, behavior or professionalism issue. It is easy to give positive feedback as there are no awkward silences or discussions that take place. However, one must be very cautious while providing negative feedback as it can be demotivating and the person at the receiving end might lose their morale.

 

One on one and group feedback

The generic feedback that applies to a group or all the team members that do not specify a person’s performance can be provided during a team meeting. However, it is of utmost importance that individual feedback should be given in a one on one manner. Discussing feedback in front of others can cause low self-confidence, and it might be difficult for the employees to trust you with any concerns they may be facing, or they would be reluctant to approach you which can hamper productivity.

 

Ensuring regular feedback

It is very crucial to provide regular updates and feedback as an employee will feel looked after and have a clear mindset of the target to achieve and how to progress to achieve the same. Keeping your employees updated about their performance, checking for any difficulties and challenges that they might be facing. It can get tedious to provide constant feedback to employees, so use a software that helps ease your life; employees can share their problems on these platforms, or you can use social media to be in constant touch with your team members. If you are approachable or available to your team in their time of need and there is a healthy bond between team members the feedback given gets implemented much easily.

 

Mix and match your feedback

Nobody likes to listen to negative things, and neither do your employees. Try and understand why there is a downfall or dip in the performance of an employee, start with the positives and do not compare. When you include positive and negative, it cuts down the negativity, and the employee feels that they are appreciated for the work they are doing. The sense of being critical to the organization develops a bond which can benefit both the employee and the employer immensely. With this technique, the negative feedback is taken as a guide to improve their performance rather than a judgment.

 

Two-way conversation

Feedback should never be one-way it should always be two-way conversations. Every day is a new day, and we learn many new things from our peers and colleagues. When you implement feedbacks and get critiqued for your work is when you grow as it helps understand the right method to get the assigned work completed. You can achieve your goals and a post in an organization that has or follows to and fro feedback system. If management is open to feedback from employees, it will enhance the work environment and functioning. Be a leader, not a boss and strive to improve your team alongside, learn and grow together to attain goals and immense job satisfaction.

People spend more than half of their life at a workplace, and if one does not feel valued and do not get the opportunity to grow, work can seem hectic and stressful. Hence, it is significant to tend to your employee’s needs and assist them to develop with accurate feedback. You will grow when your team grows. No matter how great or poor the outcome is, always give and receive feedback positively.

Do not let your emotions or perception about someone command over your better judgment. Try and place yourself in your employee’s shoes before you give feedback to understand what the reaction might be or if you sound harsh as words cut through sharper than a knife. Just like Frank A. Clark states, “Criticism, like rain, should be gentle enough to nourish a man’s growth without destroying his roots.”

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