Four Ways to Give Better Feedback to Your Employees

We like to refer to entrepreneurs as visionaries because much of their success depends on just that: their vision. These leaders are usually adept at translating ideas into tangible outcomes, so it stands to reason that one of the most common hesitations we see when it comes to delegation is the fear that a visionary’s team won’t produce exactly what they had imagined. That’s where the feedback process becomes tricky. 

Feedback, when delivered effectively, is one of the most powerful tools you have at your disposal. Well-timed and well-delivered constructive criticism can empower employees to further their professional development and to take greater creative risks. Harsh or unhelpful criticism will only frustrate your team and deter them from asking for your help in the future. 

Walking the line between giving constructive criticism and constant criticism can be tricky, but these tips for giving more productive feedback can transform your relationships with your employees and their work. 

Avoid Giving Unsolicited Advice

According to a study from Gallup, only a third of people believe that the feedback they receive is helpful – which is why you need to make your comments count. It’s tempting to want a say in the creative process every step of the way, but giving constant feedback or unsolicited advice can come off as micromanaging. Remember, you delegated this task to your employees for a reason. 

Come Prepared with Empathy

When people’s intentions, effort, and abilities are called into question, they often feel backed into a corner, which is when a psychological “fight or flight” response kicks in. Even if you prepared your list of comments, try to see things from your employees’ perspectives when delivering your feedback. You’ve probably been on the receiving end before, too. 

Keep It Private

Don’t criticize publicly – ever. This includes emails where other managers or staff members are cc’d into the conversation. Always offer feedback in a private email or office with a closed door where the conversation can happen – and stay – between the two of you. 

Be Specific

Saying, “I wasn’t impressed with your presentation” is a lot less effective than saying, “Your presentation last Tuesday didn’t include the scope of work and timeline we discussed. What happened?” Employee feedback should be solutions-oriented, crystal-clear, and specific for maximum impact. 

Becoming an effective business leader begins with learning how to delegate effectively. Delegation Works will teach you how to find the right support, stop drowning in the day-to-day, and feel more fulfilled with your work days – all from the comfort of your home office. Click here to enroll today!