5 Reasons Wonderful Bosses Provide Feedback

Feedback Tips

1. Your opinion doesn’t matter – facts do. Basing observations on what has been active in the past, or a similar situation is an excellent strategy to give analysis. Feedback is must more difficult to provide than an opinion because the study isn’t personal. Ideas can be offensive and make an employee defensive. Sound analysis, however, is more comfortable to absorb. The investigation moves the discussion from “personal” to “factual.”

2. Give feedback at the right time. If an employee is doing several things incorrectly, it’s a good idea to let them know that several things can be improved over time, but pick only one to work on for now. Trying to get someone to change more than one or two things at a time becomes overwhelming for anyone. Also, experiencing success in one area gives individuals the confidence to progress and keep improving.

3. Accentuate the positive. Don’t forget to mention the positive. Being positive about someone’s work makes them, and you feel good. It psychologically puts both of you on the same side of the table and helps make changes easier.

4. Put yourself in the other person’s shoes. Looking at things from a different perspective opens up a more comprehensive array of solutions. It will also help you better communicate those solutions.5. Experiment. Try something new to break up the monotony.

A bored employee is an employee who makes mistakes. As you implement the above suggestions, your feedback will improve. Closely observing a situation can reveal small changes that may cause a considerable impact. For example, if you notice a technician struggling to talk to a customer, you might suggest he focus on what he knows about your products or on asking open-ended questions to a customer. Receiving Feedback and Improving 1% everyday just as giving feedback is a skill, so is receiving it.

Even if the input is correctly given analysis, it can still feel personal to the person receiving it. It is challenging to be told you are doing something wrong. But, when feedback is given without criticism, it increases the chance that positive changes will take place. And make sure to remember, without feedback, there would be no improvement. As an employee, view feedback as an opportunity to improve and get better. You know you aren’t perfect.

You probably know precisely what your strengths and weaknesses are. Feedback is simply a way for a superior to help you make changes. You are likely familiar with Thomas Edison—he completed over 3,000 experiments to perfect the incandescent light bulb. He was using feedback, not failure, as his benchmark.

This is the same principle in business today. With feedback, everyone improves. Working on the feedback and making small, incremental improvements each day results in huge gains within just one year. A 1% improvement each day produces a 3,700% improvement over a year — feedback is given and received correctly = many small improvements. And minor continuous improvements make a BIG difference.

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