Constant employee input is critical to shifting away from outmoded performance evaluations and toward the promotion of employee growth. Employee feedback is information provided regarding a person's activities or achievements at work. This is then utilized to drive future progress.
However, when we think about receiving feedback at work, the first thing that comes to mind is typically not-so-pleasant memories of our previous performance evaluation. This can lead to employees taking out their frustration on your company on review sites like Glassdoor. Don't you believe it's time for us to alter that?
The standard yearly performance review procedure does not instill confidence or enthusiasm in employees, nor does it encourage employee development or progress.
A feedback culture is only feasible if we learn to provide feedback spontaneously instead of only during the official performance evaluation process. In this article, we'll share examples of employee feedback that you can utilize to help you and your team develop a culture of continual feedback.
Giving positive employee feedback entails focusing on your employees' qualities while also counseling them on how to improve. However, you should provide positive feedback far more frequently than corrective and constructive criticism to let your staff know they are doing a good job.
In other words, apply these positive feedback examples to your unique circumstance and begin providing excellent feedback. Your colleagues will undoubtedly value your excellent mentoring.
“I observed you met your quarterly sales targets last week. Congratulations! You have achieved a big goal, as I predicted you would. I've observed how hard you've worked to close the previous several sales. You've really improved your negotiating abilities and the fact that you went above and beyond for [customer] and obtained the assurance from our Legal department...Excellent work! It truly demonstrated how far you are ready to go for our consumers. This attitude exactly fits our company's mission statement. Great job!”
“Hey, I saw you've been spending extra hours on [project] for the last few weeks. It's inspiring to witness your devotion and drive! The [project] is proving to be quite difficult, therefore the extra hours you put in will undoubtedly improve its quality. You put in a lot of effort, and I want you to know that it shows! We are all grateful for your input. Just don't burn out, and let me know if there's anything I can do for you!”
“Last week, you truly helped [employee] get through a lot of paperwork for [customer]. You not only took on tasks you did not have to do, but you also did an excellent job of it. I believe you have demonstrated to us all what collaboration and support look like. I am delighted to have such a wonderful colleague on my team, and I appreciate how you exemplify our company's ideals. Thank you for your assistance!”
“At last week's meeting, you recommended a few adjustments to [x project]. These concepts were great in my opinion! They would greatly assist our customers in obtaining information on [product 1] more quickly, and our customer service would be able to assist our customers more efficiently. Your suggestion was so out-of-the-box but so easy! I truly hope we can work together on future projects because I feel we can both better [product 2]. Salute to your great imaginative mind!”
“When you gave me a report on our marketing activity over the previous six months along with ideas for improvement. I was expecting to look at yet another report. Well, I was mistaken. Your report highlighted the areas where we succeeded and where we might improve. Your recommendations for improvement were not only daring but also clever and inventive. Your initiative is something I feel should be observed at all levels of our corporate structure. To be honest, you went above and above your call of duty with this report. Let's speak about the adjustments you want to make next week — I truly want to use your ideas to help us go ahead. Thank you for going above and beyond.”
Constructive feedback is essential for employees' continued growth. Feedback explains expectations, assists people in learning from their mistakes, and boosts confidence. Constructive feedback is one of the most valuable tools that managers can give to their workers. When given effectively, it may encourage great behavior, rectify any bad performance, and ensure your team maintains a social cause and a strong culture.
That being said, providing good feedback does not excuse you from conveying to your staff what they should do better. Giving positive feedback, on the other hand, focuses on reinforcing your workers' excellent behaviors and establishing a culture of gratitude. Why does positive feedback work better than negative feedback?
Giving feedback to others, whether you're a manager or a team member, doesn't have to be frightening. It is essential to provide feedback soon after observing the behavior or occurrence. Don't put off disciplining someone for weeks or even months after a negative occurrence or observable behavior. Depending on the gravity of the situation, you may be able to postpone the discussion until your next weekly meeting.
However, if the situation was more serious, it should be addressed as quickly as possible. Make sure you're well-prepared ahead of time so that you can offer meaningful, practical feedback. The same is true for positive reinforcement — compliment your employee's job on time. Feedback entails giving useful input on a regular basis.
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