The concept of feedback in the workplace can feel daunting, especially if team members associate it with a negative review of their performance. Feedback should open the door to healthy communication and provide immense value to a team and the work they produce. The goal is to create a positive outcome that nurtures growth for the employee as well as the employer. Constructive criticism, which may be perceived as a less desirable part of feedback, can allow a team member to evolve, personally and professionally. Certain soft skills are necessary to give negative feedback in a constructive way. The goal is to provide advice rather than judgement regarding ways an employee can improve their performance. If a team member continues to miss deadlines on projects, ask them if they need help. Offer personal insight on how you found ways to navigate a busy workload better, all while reinforcing the importance of meeting a deadline.
Feedback should be relevant and given in a timely manner. If you tell someone their presentation from three weeks ago really resonated with the group that may not be as impactful as it could’ve been had they heard it sooner. Team members want to feel that their work is recognized and valuable to others. Giving and receiving feedback shouldn’t be limited to annual reviews and staff meetings. A workplace bustling with feedback creates a healthy culture for employee growth and higher performance.
“Average players want to be left alone. Good players want to be coached. Great players want to be told the truth.” Doc Rivers