Be it positive or negative, providing ongoing constructive feedback is one of the most
important and influential staff development tools you have as an employer. One of the key
tasks of a manager is to provide feedback that supports the team’s development. However,
feedback needs to be on an ongoing basis – not just at appraisals.
Make it timely and relevant
Keep in mind that we all thrive on positive reinforcement, so don’t assume that employees
will recognise when they are performing well – come out and tell them! Remember to provide
that positive, encouraging feedback in a timely fashion; ensure the situation is fresh in their memory. The same rule applies to giving negative feedback – unless there are emotions involved and it may be wise to calm down and ‘cool off’ first. This will help to ensure that your feedback is objective and relevant.
Share positive and negatives
Constructive feedback is particularly important when staff make mistakes or need to
improve. If they are used to receiving both positive and negative feedback on a regular
basis, this will feel like a constructive conversation, not a negative or finger-pointing
Give examples and details
Provide detailed feedback, for example, “I was really pleased with that report you did. It was very well written and stayed on topic throughout. It was very effective.” If you say something like “nice report yesterday”, it is too vague and general for the employee to use the information constructively.
While giving feedback, make sure that the employee is given a chance to reply. Show that
you are prepared to listen to their concerns and their explanation of events. It can be an
opportunity for them to express their ideas and become part of the resolution.
Don’t hide behind a screen
Always try to be direct but informal when giving feedback. Using technology such as email,
text message or the phone can lead to misunderstandings and confusion. Try to find
somewhere you can have informal chat with the employee. Written messages can be
interpreted in all manner of tones and face-to-face is always better!
Give your employees feedback on a regular basis, and ensure this includes positive
Remember, the first 45 days of onboarding a new member of staff can make the difference in them staying with you long-term. Stats show that 69% of employees who go through a structured onboarding process are more likely to stay with a company for at least three years.
At Glu Recruit, our focus is on helping our clients retain their best staff, as well as recruit them in the first place. If you would like to discuss your retention methods with one of our consultants, drop us a line on 0114 321 1873 or firstname.lastname@example.org – we would be happy to help!