Client Resource Center

How Effective Is Your Feedback

By Amanda Usen

Telling an employee they're "doing it wrong" is never easy. Even when you both share the same goal -- getting the job done well -- it's challenging to craft an approach and a message that will get you the desired outcome: Good reception and a positive behavior change.

What Is Effective Feedback?

Feedback is effective when the recipient hears what is offered and changes their behavior. It sounds simple, yet most managers don't like giving feedback and feel like their employees aren't listening. On the other side of the equation, many employees feel like they aren't getting the feedback they need to grow and improve in their roles. How does this disconnect happen? And how can managers harness the power of positive feedback in 2022?

Focus on the Process not the Person

When feedback is presented to solve a problem or improve a process, rather than as personal criticism, it is more likely to be received well. When giving feedback:

  • Be objective. It's likely you have personal feelings about the situation, but don't allow your emotions to guide your words.
  • Be honest. Sometimes it's helpful to begin a feedback discussion by praising something the employee does well, but be candid about the behavior that needs improvement.
  • Be clear. Being vague will not get the results you desire. State specific reason for the discussion and set a clear expectation for the future.

Build Up Your Team

Giving valuable feedback is a skill, and like all skills, it can be learned. In fact, it's the responsibility of managers to learn how to offer feedback to their employees, and continuously work to improve their delivery. Every successful feedback discussion builds a better future for the team and the company, and most team members want to develop into the best versions of themselves. However, they don't want to feel like they've done a lousy job or failed. For your feedback to have the most impact, try the below tips.

Offer Frequent Feedback

Timing is everything. Too often, the yearly employee review is the only time employees are directly addressed about their job performance. Both parties might be a little nervous during the conversation, and emotions can run high. Consider offering frequent feedback in less highly charged situations. In fact, constructive feedback should be offered within 24 hours to have the most impact. It's often challenging to make time for difficult discussions but well worth the effort. Praising good performance in the moment and offering timely feedback can be a rewarding habit. When done consistently, your employees will begin to trust that you value them and want them to do their best.

Empower Change

Feedback is a two-way street. Your employees will likely have their own version of events, and listening to their side can help you understand how to support them better. Ask questions that will make the conversation a learning experience for both of you:

What would you do differently next time?

What went well? What could have gone better?

Do you see places where your performance could be improved?

Asking questions and listening to the answers can empower the employee and help them understand that improving their performance is their responsibility. Close the discussion by summarizing insights and summarizing action steps for future behavior.

Follow Through

Telling an employee how to improve a behavior or a process doesn't mean making the change will be easy for them. Offer to follow up with them in a month and let them know you will support them and answer any questions.

The Gift That Keeps on Giving

When you consistently offer effective feedback to your team, they will begin to trust that you care about them. Building this trust can also increase motivation, confidence, and job performance. Employees who receive effective feedback feel respected, supported, and appreciated. They'll want to give their best, which will create a more positive, stronger team.


About the author:

Amanda Usen is a copywriter for Haley Marketing Group. As a multi-published author and voracious reader, she's spent most of her life immersed in words. She enjoys using her creative writing experience to craft impactful messaging and tell HMG's clients' stories.