Providing feedback about a person’s performance on a task is one essential way of communicating at work.
It is important to let your employees know how they are progressing so far and the changes that need to be made; this is part of assisting their professional growth and development in the workplace.
As an employer or team leader, it is important to know how to give constructive feedback on certain issues or drawbacks your employees or team members need to improve on.
- Choose the right time for giving the feedback
The first thing you would want to consider is scheduling a one on one meeting with the person involved. Timing is also important; give the feedback when you are sure about what’s going on. Also, do it as soon as possible because holding on until the end of the year review won’t help them and it won’t help the employee improve when they are supposed to.
- Be specific about the problem
When providing constructive feedback, be clear about what the actual issue is. Give them a sense of how the issue would eventually affect everyone if nothing is done calmly. This would make them take immediate action and motivate them to improve.
- Be respectful and don’t beat around the bush
Since you are dealing with someone that would likely feel about the news he/she is about to receive, you have to remain respective and talk calmly. Don’t act defensive and start on point at all times. You can start your statement with phrases like ‘I’ve become aware of’, “My attention has been drawn to”, and “ I’m worried about” rather than starting harshly.
- Provide suggestions on how to improve
Before you end the meeting, provide one or two ways the employee can improve his/her current situation. You can both come up with a plan and suggest that the employee come up with his/her suggestions too.
- Check in on them
It’s important to check in on them regularly to see how far they have improved and see if they have encountered any problems so far.
Also, give praises when due especially if they have crossed a major milestone.
Always remember that constructive feedback should focus on the work rather than a negative attack against an individual. There is no perfect approach to addressing such situations, but take note of the above points and adapt it to your situation.