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Tips to Provide Feedback Without Hurting Morale

Research has indicated that the best performance teams will often give up to six positive comment for every single negative one that they make. The worst performers are known to give one positive feedback for every three negative comments that they make. It is through the performance feedback that you give to people that they will have the chance to improve. As you on, you will learn more on how to provide feedback without compromising anyone’s morale.

Always choose to accent the positive. You will learn that effective feedback is more than just feeding back on the performance areas. This is due to the fact that you can never miss something positive to say. Accenting the positive will always form the basis for positive discussions that aim at enhancing the chances of improving. Giving positive feedback will always improve performance. If you confess that an employee has had a positive contribution, it will be a show that you truly value them and thereby build their confidence in you. Always learn to find opportunities to acknowledge and note improvements or effort whenever you can. Try to be as specific as possible. It is always helpful to have general criticism. With general praises, you will note that the person will not know exactly what you want him to keep doing. You are reminded that you get to measure the performance before you give this feedback. This will allow the employees to note where their shortfall might be.

It is necessary that you highlight their actions instead of what they have done. It is important that the feedback that you give to the employees be pegged on their actions rather than their intentions and value. This will make them feel less threatened as well as allow them to focus on what they have to do instead of defending their hurt feelings. This will be a source of encouragement. You will also need to be sincere in your criticism. There will always be a positive response if the criticism is well-intentioned. This positive feedback can be brought about by a history of sincerity. Such a reputation will often build mutual trust. This feedback has to be right on time.

Check their understanding. It is always proper that you make expectations clear to people by training them. You might let them go if it will allow them to find a more suitable job. Always learn to ask a number of questions and listen too. It will give you the chance to see things how they see them. Always give feedback only after you have been permitted. Reach an agreement on how to realize your visions and timescales. Feel free to ask for feedback on the performance feedback that you have given.