All you need to know about giving feedback
“We all need people who will give us feedback. That’s how we improve.” -Bill Gates.
Contrary to what many think, feedback is neither advice [try harder next time], praise [great job], nor blame [you made us lose the client]. Feedback is a process of performance management, and it’s a part of how we work. Useful information about what happened, regarding the result of a goal we acted upon. It can be in the form of a simple comment or a detailed and structured discussion on what’s done and what can be better.
Feedback can be exchanged amongst everyone in the company, with no one in exception; Managers to employees, employees to managers, and among peers/colleagues. The level doesn’t matter; neither does the similarity in the job.
Unfortunately, many companies are spending less time on the feedback process. The truth has been that the managers are occupied with other management duties that take their valuable time while some companies don’t have a system for performance evaluation.
“Feedback is the breakfast of champions” Ken Blanchard.
According to a survey, leaders who scored 10% on giving feedback had employees who were three times more engaged than employees with leaders that scored less than 10%. And the leaders that scored less than 10% had employees who are three times more likely to quit.
In this post, I will be sharing on how to give, ask, and receive feedback effectively that will impact employee engagement within the company.
“I think it’s essential to have a feedback loop, where you are constantly thinking about what you’ve done and how you could be doing it better” -Elon Musk
Everyone in the organization desire for feedback as much as they dread its outcome. Though giving feedback sound simple, it is a complex issue, because of the people involved. Below are tips I have compiled that can be used for a detailed and structured feedback discussion.
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