As a manager, you should be helping your employees improve their skills. The best way for you to do that is to provide effective feedback. In this course, author and speaker Todd Dewett explains how to give meaningful feedback that helps your employees move forward.
To give feedback, you have to know enough about how an employee’s work is proceeding to know when feedback is needed. Perform regular check-ins to tell you what you need to know about their performance and take notes when you see something worthy of feedback. Plan your feedback process a minute before you engage—what are the behaviors and characteristics prompting you to give feedback? Try to give them feedback as soon as possible in a private place. This shows your employee respect.
Effective feedback is specific, descriptive and helpful. Acknowledge that you are the one providing the feedback—don’t speak for anyone else. Address the issue at hand, and only tell them what urgently needs to be discussed. Give your employee the chance to engage in a dialogue. Perhaps lead with a question and ask them how they think their presentation went or how they’re doing in a specific skill set. Stay connected after you deliver feedback to make sure things are moving along as expected or desired.
Often when delivering feedback, you may encounter common challenges such as confidentiality or conflicting direction from your leadership team. If the leadership’s behavior doesn’t reflect the importance of feedback, meet with them and reinforce the effectiveness of feedback. Furthermore, if you want feedback to remain confidential, develop trust with your team and keep things in confidence.
When you give feedback, your team is more open to change. They’ll be able to move forward, and you’ll have a more effective team.
As a manager, you should be helping your employees improve their skills. The best way for you to do that is to provide effective feedback. In this course, author and speaker Todd Dewett explains how to give meaningful feedback that helps your employees move forward.
To give feedback, you have to know enough about how an employee’s work is proceeding to know when feedback is needed. Perform regular check-ins to tell you what you need to know about their performance and take notes when you see something worthy of feedback. Plan your feedback process a minute before you engage—what are the behaviors and characteristics prompting you to give feedback? Try to give them feedback as soon as possible in a private place. This shows your employee respect.
Effective feedback is specific, descriptive and helpful. Acknowledge that you are the one providing the feedback—don’t speak for anyone else. Address the issue at hand, and only tell them what urgently needs to be discussed. Give your employee the chance to engage in a dialogue. Perhaps lead with a question and ask them how they think their presentation went or how they’re doing in a specific skill set. Stay connected after you deliver feedback to make sure things are moving along as expected or desired.
Often when delivering feedback, you may encounter common challenges such as confidentiality or conflicting direction from your leadership team. If the leadership’s behavior doesn’t reflect the importance of feedback, meet with them and reinforce the effectiveness of feedback. Furthermore, if you want feedback to remain confidential, develop trust with your team and keep things in confidence.
When you give feedback, your team is more open to change. They’ll be able to move forward, and you’ll have a more effective team.
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