How to give constructive feedback to staff

How to give constructive feedback to staff


Giving feedback to staff is a key to being a successful manager. Although feedback should be viewed as an opportunity to grow, staff may be sensitive you are criticising their work. That is why feedback should be given in accordance with the tips below.

Never in public
Whether it is praise or constructive criticism, you should be hesitant to single out a worker in the break room or office floor. For advice on improving performance, this should take place in a private one-on-one discussion in person. Emailing can often go wrong because the tone is hard to tell and things can be misconstrued.

Do not wait
Waiting for a quarterly review or team meeting means that the problem is allowed to fester. It is better that any issue is solved promptly to maximise efficiency in the workplace.

Do not make it personal
When giving feedback, it is essential to talk about performance and not personality. By focusing on the current situation rather than the person, there is a higher likelihood of the individual taking the feedback on board positively.

End on a lighter note
By concluding the meeting by emphasising the positive aspects of your staff member’s work and giving praise where it is due, the feedback is softened and much more likely to be perceived well.

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If you believe the matters discussed above are relevant to your business, please contact Darren Smith of our office to discuss further.


Darren is a Chartered Accountant with extensive experience, including working in the big 4 and medium sized firms before becoming a partner of a city based firm in 2000.

He has gained much experience and has extensive knowledge in providing business and taxation advice, superannuation planning, negotiation of sales and acquisitions of businesses and property development. His client base covers a wide range of industry groups.

Darren works with business owners to grow their businesses and create personal wealth within and outside of their business.


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