Stephanie McGuinn — May 31, 2018 Getting the best out of employees remains a strategic focal point for managers. With a team that can grow and adapt to excel, a manager can truly bring out the potential of their team. That is not always easy, and there are challenges to be addressed in developing your employees. One part of your strategy is feedback. How can you deliver effective feedback that helps employees? Here are practices you can incorporate into your management strategy.
Learn Their Goals
Employee performance goals are easy to know since they parallel your business objectives. It is obvious that employees are also looking to help the business achieve goals of growth, profitability, and PR. However, what are their personal goals? What are they working towards for themselves? Understanding these items can pay dividends in providing the type of feedback that will benefit your team members. When you understand personal goals, your feedback can morph into actionable items and milestones that can further your employees’ development.
Break Down Important Skills
Feedback is not just about what is good or bad, but outlining what skills or actions are necessary to improve performance. Your description of certain characteristics or features of the task will be valuable to employees looking to get better. Some behaviors you can look at include speech, confidence, organizational skills, teamwork, and chemistry. Talent assessments are a great way to create a list of behaviors. Focusing on improving specific traits can be beneficial, and your employees will appreciate this type of feedback.
Schedule Individual Meetings
Employees can best register positive feedback in a one-on-one setting. If you need to dedicate time out of your day to provide constructive feedback to employees, then make it a priority to do so. That will be valuable if you eventually want to transform employees into potential leaders and significant decision makers. You can schedule these meetings on a weekly basis, with each session working to address specific issues identified in prior meetings.
Provide Important Criticism Early
The value of constructive feedback can be influenced by its timing. It is not recommended to hold off on criticisms until it is too late to rectify things. By discussing certain concerns early, you can have a more immediate impact on your employees’ performance and habits in the future.
In the management chair, your role is not limited to business expansion and operations; it also includes facilitating team growth. In this endeavor, feedback will be an important engine of your employees’ development. When you can deliver consistent, valuable feedback, it can make a difference to the growth of your team. Consider adopting these tips as you schedule your next performance review.
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