May 18, 2016
3 Steps to giving productive feedback
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Here at DropTask, we understand the importance of communication in the workplace – particularly when working with others and progressing towards your goals. From sharing ideas to delegating work, communication can take many forms. But one type of communication that is often avoided, is feedback.
The process of giving and receiving feedback can be a delicate one – managers can find it hard to deliver feedback, and employees fear the worst. According to the Harvard Business Review, most people assume the worst when review meetings come up, but as feedback plays a key role in the development and success of employees and the organization, it shouldn’t be avoided.
Feedback allows for problems to be identified and solved, helping to improve both the quality of work and success of the business. Below, are 3 tips to help you give constructive – not destructive feedback, so both your employees and your company can flourish.
1. Make it immediate
When it comes to giving feedback, don’t beat around the bush. Schedule a quick meeting to share your feedback and address any problems. The sooner you nip an issue in the bud, the sooner you can move forward in the right direction. In addition to addressing specific matters immediately, frequent performance reviews should be conducted – on a monthly or quarterly basis, to air any concerns and to ensure everyone is on the same page.
2. Offer solutions
It’s all very well being critical about how someone has performed, but without a clear plan or suggestions for progression, behavior is unlikely to change. It’s important to offer positive suggestions on how they could do things differently or give guidance on how improvements can be made. Ensure that individual responsibilities are clearly understood and provide supporting documents, so all necessary information is available to do the job well. Leading in the right direction will improve team productivity and help the business to be successful.
3. Be positive
Not all feedback needs to be negative – it’s important to give credit where credit’s due. So, don’t forget to praise your team when a goal is reached or when they’ve done a good job. Taking the time to let them know you’re grateful of their contributions will improve motivation and the attitude towards their job – plus, when negative feedback needs to be given, they’re more likely to take it on board rather than taking it personally.
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