6 Rules For Giving Excellent Employee Feedback

by Kylee Stone Aug 24,2016

The People Strategy Leaders Podcast

with Srikant Chellappa, CEO

One reason why people don’t give feedback often is because they think they suck it at. But here’s the thing. Giving feedback is not rocket science. You can give good feedback, by simply hacking the system.

No really. Just keep in mind these 6 rules when giving feedback the next time and you should be good to go.

Rule No.1: Don’t be a jerk, especially when giving negative feedback

Giving feedback should not become an acrimonious occasion. Always be polite and thoughtful and recognize that there is a person with feelings on the receiving end. Even when you have to give negative feedback, be polite.

Rule No. 2: Be objective, not biased or personal

Whatever your personal opinions or preferences, when giving feedback, focus on a person’s work or performance and be objective. Do not focus on their race, gender or personal lives. You can give feedback about the above mentioned things, when it negatively impacts their performance or fuels their behaviour.

Rule No. 3: Be specific and  concise

When giving feedback, don’t meander and share one too many stories. The actual point behind your feedback will get lost. Get straight to the point and be concise.

Rule No. 4: Remember to explain the behaviour impacted another person or situation

Use the SBI model when giving feedback. Focus on how the person receiving the feedback behaved in a situation, and how that behaviour impacted the situation. This is one of the easiest ways to give good feedback.

Rule No. 5: You don’t have to be a wordsmith to give feedback

Your feedback giving skill does not depend on your being a professional wordsmith. Mistakes will be made, you will phrase things awkwardly, but it is alright. The first few times might be very hard but over time, you will know what words you need to use, and how to phrase what you want to see. Just practice.

Rule No. 6: Don’t overdo or under-do it.  Monthly feedback is good, not weekly, everyday or yearly

Just like Goldilocks and the porridge, there is such a thing as too much feedback and too little feedback. Too much and very frequent feedback will cripple employees because it prevents them ever working on something completely. On the other hand, infrequent feedback as you know, leads to dissatisfied employees and missed opportunities. Give feedback to employees as and when they finish a task, and give that feedback time to sink in, before you give more feedback.

Feedback does not have to be a nightmare. It is one of those things, where the more you practice, the better you get.

Do you want to know how Engagedly can help you follow all these rules to give excellent employee feedback? Then Request A Demo today!

Kylee Stone

Kylee Stone supports the professional services team as a CX intern and psychology SME. She leverages her innate creativity with extensive background in psychology to support client experience and organizational functions. Kylee is completing her master’s degree in Industrial-Organizational psychology at the University of Missouri Science and Technology emphasizing in Applied workplace psychology and Statistical Methods.

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