Employee Feedback : The Do’s And Don’ts Of It

by Kylee Stone May 20,2021

The People Strategy Leaders Podcast

with Srikant Chellappa, CEO

What can I do to improve my employee’s performance? This is a common question which managers and leaders have, and the most simple way is to share feedback with your employees. In a recent survey, 72% of respondents said that their performance would improve if they receive feedback from their managers (Source: Harvard Business Review). It is one of the most important tools in the managerial toolbox.

Whether positive or constructive, it gives direction to your employees and helps them focus. Employee feedback has numerous benefits, so if done right, it has a positive impact on the employee and the organization. Considering the current situation where everyone is working remotely for a long time now, feedback will help them be on track and keep them engaged.

Also Read: 5 Things To Look For In An OKR Software 

Why Is Employee Feedback Important?

  • Helps in improving employee engagement 
  • Feedback motivates employees
  • It is a tool for continuous improvement and learning
  • Feedback improves performance
  • Increases retention of employees
  • Helps in increasing self-awareness

It goes without saying that giving employee feedback is very important. So it becomes crucial that feedback is shared correctly and is useful to them. Here are some pointers for you to keep in mind while sharing feedback.

Give Emphasis to Behaviour

While sharing feedback, the focus should be on the behaviour of the employee or what they do instead of emphasizing their character. Identify behaviours or actions that you wish to reinforce throughout the organization that also resonates with your company culture. Elucidate its importance to your employee and what effect it will have on the team and the organization.

The Secret to Giving Constructive Criticism highlights two examples of sharing feedback.

Example 1: When you interrupt me in front of a client, it causes a problem.

Example 2: Your arrogance is causing a problem.

The first example is more impactful and acceptable to the employees as it focuses on the behavior and highlights the problem instead of personality.

Also Read: 3 Simple Tips To Manage Your Remote Team

Don’t Use The ‘Sandwich’ Approach

Employee feedback, whether positive or constructive criticism, should be relevant and shared clearly with the employee. Often, ‘compliment sandwiches’ are used while delivering criticism so that the employee doesn’t feel overwhelmed. This strategy involves fitting constructive criticism between positive praises and compliments. But doing so not only undermines the value of the actual feedback but also leaves the employees confused.

Be To The Point

As mentioned above, feedback should not only be shared often and on time, but it should also be specific and concise for it to be effective. When employee feedback is specific, it helps them to understand what they should keep on doing and what they should avoid for the success of the organization. Specific and concise feedback is a lot more helpful to the employees when they receive constructive criticism or negative feedback from their managers.

Example 1: Manager: “Jack, your presentation could have been in more detail.”

In the above example, Jack’s manager expresses concern but is not clear about what the presentation lacked or what he could have done to improve it.

Example 2: Manager: “Jack, your presentation was incomplete. You could have included the marketing leads received from SQLs and MQLs and added graphs to make it more insightful.”

The example above clearly outlines how Jack could have improved the presentation. It is specific and concise.

Be Regular With Employee Feedback

“Continuous improvement is better than delayed perfection,”- Mark Twain.

Make feedback a regular activity at your organization for it to work effectively. Managers and leaders often treat feedback as a formal process and do it at the time of performance reviews. Employee feedback works best when it is given at the moment and as close to the event as possible. The fresher the feedback, the more impactful it is. While frequent feedback will help you praise good work, at the same time, it will help you guide those who need it.

Also Read: The Importance Of Peer Feedback At Workplace

Following Up Is Important

Following up with your employees is one of the crucial steps for the feedback to be effective. Being a manager, you are not only responsible for sharing feedback but also instrumental in making sure that your employees work on it. From time to time, connect with your employees to understand how they are progressing and whether they need any help. It will help to appreciate those who have achieved success and help those who need it. It will motivate employees and encourage them to work harder.

Want to know how Engagedly can help you with Employee Feedback? Then request for a live demo.

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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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