The main point of providing feedback is to let people know how one feels regarding a particular product, service, event or even employee. The information that one hands out via feedback can be very beneficial to businesses as it helps them know what their problems are and what they could possibly do to fix it.

It’s also important that business managers know how to provide internal feedback. This means looking into all employee performance as well as rating each and every one of them. It can help managers know their employees more and see how valuable they are in the business.

Reasons Why Feedback Is Important

  • It is the cheapest and one of the most effective management tool that everyone has at their disposal. A proper feedback can help businesses gain information that could help propel them to success. Plus it does not just tell business owners what would satisfy customers, but also their own employees as well.
  • It can be used as a guide to help employees  know how they, as well others, perceive their level of performance. Knowing this can these people stay on track on what needs to be done, as well as making sure that they perform to their utmost ability to ensure only positive comments.
  • It can be used to motivate employees. This can have a direct affect on an employee’s satisfaction as gaining positive feedback can tell them that they are doing a good job and that they might even be rewarded for it. Although one must never forget to point out problems if there are any, but it is best to do so by providing a solution to them as well.
  • Feedback induces change. Employee’s who receive feedback from managers often receive comments or suggestions on what they must do to improve or reach their goal. Once the employee has heard everything that the manager needs to say, the employee may then determine the best course of action that will ensure that he or she is able to achieve what is expected by the business.
  • It is used to build relationships. It’s very important that managers keep in touch with their employees to help them better understand how they operate, thus letting them know how to handle them. By providing employees with feedback, managers are able to properly communicate with the employee and assess how he or she handles the responsibilities of a position, as well as letting the employee know that the manager is there to help him or her achieve success.
  • Feedback can be used to set goals and expectations. By doing a performance appraisal on an employee, a manager can determine what goals he or she should achieve and can even set new one’s to help the employ develop. If an employee has a particular problem in terms of providing service, then the manager in charge of providing feedback may suggest a goal that needs to be achieved in order to see that the problems is fixed. At the same time, it helps the employee make sure that it no longer becomes a problem in the future.

5 Steps to Giving Productive Feedback to Your Employees.

With proper feedback, employers can help employees know what’s wrong and what’s right, as well giving them a heads up on their performance. But they must learn to do so in a professional to ensure that the employee  sees the importance of the information being provided. So here are a few steps that can help one’s process in providing productive feedback.

  • Remember to be kind. It is important that your attitude be encouraging and respectful when providing feedback. If you make the person feel ashamed or if it is clear that you are trying to undermine the employee, the it will just have a negative effect and make him or her feel inadequate, meaning less productivity and quality performance. So always try to make the employee feel safe and secure no matter what kind of feedback your handing out.
  • Stay positive. Even when you are going to give out bad news on the employee’s performance, try to do what you can to keep things on the positive side. If you want to do an effective employee feedback, then you are going to have to point out the positive things the employee has done first before you touch on anything negative. When you do reach to the part of showing what the employee needs to work on, do so in a way that does not put him or her down, but instead give the employee tips or advice on what to do to fix the problem.
  • Be strict, but not mean. There is a fine line between telling your employee what he or she did wrong, and showing your frustration as to what the employee did wrong. Always keep your emotions in check and do control yourself during every employee review. Because if you do let your emotions take control and decide to be mean, there is a chance that might bring your negativity into the workplace or the employee might decide to quit.
  • Be specific with what you want to say. Every time you assess your employee and provide him or her with feedback, you are going to want to clearly point out what he or she did right or wrong. So lets say that the employee has managed to meet the week’s goal, you don’t just say “good job and keep it up”. What you should do is be specific and tell the employee how he or she achieved the goal and properly praise the employee for the effort.
  • Try to give your feedback as soon as possible. There will be certain circumstances were you will not be able to do so, but always try to give it immediately. This is especially true if there is a problem that the employee is facing when it comes to providing services for the business. Since the incident is fresh, the employee will have a better understanding about the feedback you are providing. If you wait too long, then employee will have to rely on memory alone and there might be confusion due to things being no longer clear.

If you are an employer, then you may go through our available feedback forms in the event that you would like to provide feedback regarding your employee’s performance, or if you would like your employees to evaluate yours.

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