Great leadership and employee engagement: Four must-have strategies to build feedback channels in your organization
Claudia DeSalvo's insight:
Communication is key, especially when it comes to giving feedback. Talking at people isn't as effective as taking the time to build a structure for relationships.
Understanding is a must, especially when it comes to building trust and engagement. Do your employees know what they need to do to be successful? Giving them adequate resources is a crucial part in ensuring top quality results from them. The article gives a good question to ask yourself:
“What is the most important thing these employees want to know, what is the best way to encourage dialogue and how would they be most comfortable sharing input?”
After taking the employees into consideration, think of good ways to get them to share their ideas. This will be an opening for formal[printed] and informal[a quick convo] feedback. The feedback should be respected by both parties, and should be responded to in a timely manner. This makes it so that the employee feels valued. After exchanging feedback, you should continue regularly sharing ideas. Communication is best when its two-way.
Giving feedback in the workplace can be a touchy situation, sometimes exacerbated by insensitive supervisors and unreceptive employees. For maximum effectiveness, feedback should be constructive ...
Claudia DeSalvo's insight:
How do you feel about getting feedback? Scared? Maybe a little upset? Following the tips on constructive feedback in this article can prevent all those bad feelings that come from a regular feedback session.
The line between being constructive and criticizing things is very thin. The supervisor should act as a coach using more questions than bluntly pointing out issues and leaving it at that. According to the article, "A coaching approach can also help foster an atmosphere of trust and mutual respect, leading to a healthy and productive relationship."
After the employee knows about the problem, the focus should be turned onto how to fix it and alter their approach to the work that will lead to the desired result.
"Seeking permission from the employee before offering feedback can "soften the blow" and help prepare the recipient by making her aware that the supervisor is about to offer some constructive advice."
I believe that asking before giving feedback would be a lot better for both the supervisor and the employee, as they would both be ready and hurt feelings would be easier to avoid.
The supervisor is not the only one who needs to strive for a successful feedback session. The employee must keep an open mind and be sure that they understand the next actions they must take. Without the mutual effort, things may not go as well as the may have.
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