How to give effective feedback: Praise vs. criticism
From the July 2009 issue of Ceridian Connection.
Feedback is the key to nurturing good performance, and something that we can all benefit from. Praise for a job well done can encourage continued success while constructive criticism for poor performance can drive necessary improvements and eliminate or reduce mistakes.
This how-to guide offers a tried and tested seven-point plan to giving effective feedback, with considerations for employees' response and behavior after receiving feedback.
To provide effective feedback to your employees, consider Ceridian's comprehensive suite of human capital management (HCM) solutions. They can help you to identify and develop the talented people who contribute the most value to your organization. And our rewards and recognition solutions -- ranging from standard self-managed solutions to fully customized platforms -- help you to reduce employee turnover, improve morale and increase productivity... all of which contribute to your bottom line.
This article originally appeared in the July 2009 U.K. edition of Ceridian Connection. View more articles from this issue.
Feedback is the key to nurturing good performance, and something that we can all benefit from. Praise for a job well done can encourage continued success while constructive criticism for poor performance can drive necessary improvements and eliminate or reduce mistakes.
This how-to guide offers a tried and tested seven-point plan to giving effective feedback, with considerations for employees' response and behavior after receiving feedback.
- Preparation
- How is the feedback likely to affect the employee?
- What exact words will you use?
- How would you feel if someone said that to you?
- What can you say to maintain the employees self-esteem?
- How can prioritize feedback and limit the conversation to a few, salient points?
- Is the timing right? If not, is it best left unsaid?
- Check your invitation
- Feedback is most effective when the recipient has asked for it. Try to avoid the "can I give you some feedback?" approach.
- Encourage employees to ask for feedback themselves.
- Develop a culture where 360 degree feedback is provided.
- Watch carefully
- How is the recipient taking the feedback?
- Watch for changes of expression and position.
- Are there any changes in eye contact and sideways glances?
- Avoid making judgements and statements such as: 'You should...' or 'You ought to...'
- Small doses
- Small doses are best -- soon after the event.
- Give positive feedback first to encourage the employee to change.
- Limit negative feedback to two or three items.
- End with something positive: it lifts self-esteem.
- Be specific
- Describe what you have observed, not why you think it happened.
- Focus on behavior, not personality.
- Help the employee see what things could be like if s/he makes the requested changes.
- Improve your evidence
- Remember your data reflects your prejudices and agendas.
- Continually strive to build up a more complete picture of events.
- Whenever possible, get third-party evidence, especially customers'.
- If the employee rejects your feedback, it is just possible that s/he may be right.
- Do not become defensive: go and collect more information.
- Offer support
- Offer your support in any changes you have discussed.
- Focus on the employee's strengths.
- Leave the employee feeling s/he can rely upon you.
To provide effective feedback to your employees, consider Ceridian's comprehensive suite of human capital management (HCM) solutions. They can help you to identify and develop the talented people who contribute the most value to your organization. And our rewards and recognition solutions -- ranging from standard self-managed solutions to fully customized platforms -- help you to reduce employee turnover, improve morale and increase productivity... all of which contribute to your bottom line.
This article originally appeared in the July 2009 U.K. edition of Ceridian Connection. View more articles from this issue.
