![\"Why](\"https:\/\/blogsource.theholidaytracker.co.uk\/wp-content\/uploads\/2018\/10\/Image.webp\")
<\/p>\n<\/p>\n
feedback<\/span> As the dictionary definition above states, feedback is a great basis for improvement; and this is what most employers want: staff to continually improve their current skillset and develop additional skills. Usually, most employees feel the same.<\/p>\n If you want to help employees perform at their best, then giving them valuable feedback is critical. Not only can it correct any errors they may be making, it can improve their learning and, if done in the right way, can be highly motivating to employees.<\/p>\n It\u2019s fairly common for companies to implement annual reviews, where managers sit down with their team individually, provide feedback and set new targets. If you\u2019re not doing this already, then it\u2019s a great place to start.<\/p>\n However, the benefits that these annual appraisals bring can soon wear off if it\u2019s the only feedback employees get all year. In addition to the formal annual review, consider scheduling more regular, low key opportunities throughout the year.<\/p>\n However you choose to do it, the key is to make giving employee feedback a regular occurance.<\/p>\n You\u2019ve probably heard the old Einstein quote: \u201cThe definition of insanity is doing the same thing over and over and expecting different results.\u201d Are you failing to give your employees feedback, yet hoping for different results?<\/p>\n Most, if not all, employees do actually want feedback, but there tends to be a reluctance among managers to give it. Some people find it awkward to give feedback, especially negative feedback, so we have compiled some points below that can help.<\/p>\n The compliment sandwich is a more palatable way to give constructive criticism to an employee. As the name implies, you \u201csandwich\u201d your negative feedback between two slices of positive feedback. It therefore softens the blow of the negative feedback.<\/p>\n This can be a great technique because it ends on a positive, but make sure you emphasise the importance of correcting the negative issue, so the employee doesn\u2019t leave with the focus on the positive and forget the negative.<\/p>\n Your employees need to trust that their manager is giving them feedback in order to help them improve. Otherwise it could feel like they\u2019re just having their limitations pointed out to them. Having a regular structured approach to giving employee feedback can help here, but ensure your managers are aware of the sensitivities involved.<\/p>\n By framing the issue as an opportunity to learn, it turns the feedback from a negative criticism into a positive opportunity.<\/p>\n Don\u2019t do all the talking\u2014listen, too. Allow them to discuss how they feel about the feedback. Ask them questions to see if they agree with your assessment, and how they think they can improve things going forward.<\/p>\n It\u2019s important to be specific in the feedback you give. Make sure you\u2019re clear on exactly which aspects you\u2019d like to see improving, and what you\u2019d like to see in the future. What does the improvement look like?<\/p>\n Agree timescales. Identify how long are you going to give them to improve, and agree that you\u2019ll connect again at a future point to review their progress. Make it clear how much improvement you expect to see in the agreed timescales, and remember: be specific.<\/p>\n","protected":false},"excerpt":{"rendered":" feedback NOUN Information about a person\u2019s performance, which is used as a basis for improvement.\u00a0<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[10,8],"tags":[],"class_list":["post-426","post","type-post","status-publish","format-standard","hentry","category-culture","category-employees"],"yoast_head":"\n
\nNOUN<\/em>
\nInformation about a person\u2019s performance, which is used as a basis for improvement.\u00a0<\/p>\nWhy?<\/h2>\n
When?<\/h2>\n
\n
How?<\/h2>\n
1. The Compliment Sandwich<\/h4>\n
2. Trust<\/h4>\n
3. Learning<\/h4>\n
4. Listen<\/h4>\n
5. Be Specific<\/h4>\n
6. Agree Timescales<\/h4>\n