Employee Feedback: Best Examples To Guide and Drive Development
Giving and receiving feedback is important in any workplace. In order for employees to grow and develop, they need to know what they're doing well and where they could use some improvement. But all too often, feedback can be hard to give - or receive - effectively.
In this guide, you'll learn:
- What employee feedback means
- The benefits of using employee feedback
- How to give and receive feedback effectively
So, without further ado, let's get started!
The Power of Giving and Receiving Feedback
Are you looking for ways to motivate better and engage your team? If so, you're not alone.
A recent study found that nearly 64% of employees are either "not engaged" or "actively disengaged" at work. As a leader, it's your job to help turn those numbers around. One way to do that is through employees' feedback that inspires them to do their best work.
Employee feedback can take many forms, but here are a few of the most popular methods:
- One-on-one meetings: This one of the simplest feedback conversations is a great opportunity to give employees individualized attention and feedback. One-on-one meetings also allow employees to ask leaders questions and bring up concerns in a safe space.
- Surveys: Surveys can be anonymous, which can encourage employees to give honest feedback. They can also be tailored to specific topics or areas of improvement.
- Performance reviews: Performance reviews give employees an overview of their progress and development over time. They also offer an opportunity for leaders to provide targeted feedback on areas of improvement.
The power of employee feedback lies in its ability to improve performance and build trust. When used effectively, employee feedback can help leaders create a high-performing, constantly improving, and evolving team.
Why Use Employee Feedback to Create a Motivating Workplace
If you're like most business leaders, you want to create a workplace that motivates employees and helps them do their best work. But how do you know what will actually motivate your team? The answer lies in employee feedback.
When you collect employee feedback and use it to inform your decisions about the workplace, you can create a space that employees feel good about coming to every day.
Here are five reasons why you should use employee feedback as a leader.
1. It shows employees that their voices matter.
When you give employees the chance to share their thoughts and feelings about the workplace, it shows them that their voices matter. This can go a long way toward engagement.
Furthermore, when employees feel like their voices are heard, they're more likely to be open and honest in their feedback, ultimately leading to better results.
2. It allows you to find areas of improvement.
No workplace is perfect, but when you use employee feedback, you can identify areas of improvement and work on making changes. These changes can be big or small. But either way, they'll make a difference in how employees feel about their jobs.
3. It helps you create a space that meets employees' needs.
When you take the time to collect employee feedback, you can learn more about what employees need and want from their workplace. An effective leader communicates that you're committed to creating a workplace that helps them do their best work.
4. It makes employees feel valued.
When you use employee feedback to inform your decisions about the workplace, it sends a strong message to employees: they have valued team members whose opinions matter. This can help boost morale and make employees feel good about their jobs.
5. It increases productivity.
A motivated workforce is a productive workforce. Employees who feel motivated by their workplace are more likely to be productive and engaged in their work. As a result, using employee feedback to create a motivating workplace can positively impact your bottom line.
As you can see, providing positive feedback is essential to any leader's toolkit. Using employee feedback to create a motivating workplace is a smart decision for any business leader who wants to improve their team's performance.
The Two Types of Feedback Every Leader Should Be Giving Their Team Members
When it comes to employee feedback, there's more than one way to make your team valued and corrected. In fact, there are two different types of employee feedback, each with its own set of benefits and drawbacks.
As a leader, it's important to be aware of the different types of feedback so that you can choose the right skill for the job—and deliver it in a way that will actually get results.
Positive Feedback
Also known as reinforcement feedback, this type increases the likelihood that an employee will repeat the desired behavior. After all, employees who feel appreciated are likely to be committed to their employer. And when employees are engaged, they're more likely to go above and beyond to help the business succeed.
Positive employee feedback can come in many forms, from verbal recognition to financial rewards. Here are four employee positive feedback examples that every leader should provide:
1. Verbal Recognition
One of the simplest ways of giving positive feedback is simply saying positive words. A leader who takes the time to verbally recognize an employee's good work is telling that employee that their efforts are appreciated.
Here are positive employee feedback examples through verbal recognition.
- "I really appreciate the way you...."
- "You did a great job when you...."
- "I would like to see you do more...."
- "Thank you for such an amazing job."
- "I noticed that you went out of your way to help that customer. Great job!"
This type of positive feedback can go a long way in motivating employees to continue doing their best work.
2. Public Recognition
In some cases, providing positive employee feedback in a public setting may be appropriate. This type of recognition can be especially effective in motivating employees as it showcases their good work to their peers.
Public recognition can also help to create a sense of camaraderie within a team, as everyone works together towards a common goal.
3. Written Commendations
Another great way to provide positive feedback is to write a letter of commendation. This type of feedback provides a more permanent record of an employee's good work and can be used as a reference in the near future.
A written commendation also greatly encourages the employee to maintain their performance and positive attitude.
4. Financial Rewards
Of course, simply telling your employees that they're doing a good job isn't enough — you also need to show appreciation through financial rewards. This could be in the form of bonuses, raises, or even just small gifts.
Financial rewards show employees that their hard work is valued and that they are being compensated for their efforts. This will not only result in higher quality work but also increased employee engagement and morale.
Negative Feedback
No one likes delivering negative feedback, but it's a necessary part of being a leader. If done effectively, feedback can help employees learn and improve. If done poorly, it can derail development and damage morale.
Here are a few tips for giving negative employee feedback effectively.
Be constructive, not critical
When it comes to giving negative, there's a right and wrong way to do it. Criticism focuses on what's wrong and usually sounds like an attack. Constructive feedback, on the other hand, is more about what could be improved and how to go about making that improvement.
It's worth noting that everyone makes mistakes from time to time; the goal is to help employees learn from their mistakes so they don't make them again in the future.
Be specific
When you're giving a negative comment, it's important to be specific about what the problem is and why it needs to be fixed. This might mean sharing an example of what went wrong or explaining how the problem impacts the company negatively.
Vague criticism like "you're not meeting my expectations" doesn't give employees the information they need to improve.
Don't make it personal
Not taking things personally or getting emotional when delivering negative comments or feedback is vital. Remember that you're not critiquing the person; you're critiquing the behavior. Approaching the conversation with a calm and level-headed demeanor will help ensure that it doesn't turn into a heated argument.
Focus on the future
Finally, when you're giving negative employee feedback, it's important to focus on the future rather than dwelling on past mistakes. Employees can't change what already happened, but they can change their behavior going forward. Help them see how they can improve by offering specific suggestions for change.
For example, saying "Soon, I'd like to see you arrive on time" is much better instead of "You were late for your shift today."
Giving negative employee feedback is never easy, but it's essential to being a leader. By following these tips, you'll be able to give negative feedback in a way that helps employees learn in a timely manner and improve rather than undermining their confidence or motivation.
How to Ask for Feedback As a Better Leader
Feedback is not all about the employees; it's a two-way street. Leaders should be open to feedback from team members. After all, they're the ones who are on the front lines and have the best understanding of what's working and what isn't.
But asking for feedback can be tricky. You don't want to come across as autocratic or insecure, but you also want to make sure you're asking in a way that elicits the most helpful responses.
Here are tips for asking for feedback from the team member the right way.
Tip# 1: Decide what kind of feedback you need.
Do you want to know how you're doing in general? Or are there specific areas you're looking to improve? Knowing what kind of feedback you need will help you craft your questions more effectively.
Tip# 2: Choose the right people to ask.
You should always start with people you trust and who are close to you. These people will be more likely to give you honest feedback that's not tainted by ulterior motives.
Once you've received quality feedback from people who know you well, you can branch out and ask others for their input.
Tip# 3: Ask open-ended questions.
Asking specific questions is important. But they should be open-ended so that the person giving feedback can really go into detail.
For example, "What could I have done more?" is greater than "Did I do well in that presentation?"
Tip# 4: Be prepared to listen—really listen.
This one seems obvious, but keeping an open mind when soliciting feedback is important. Remember, the whole point is to learn and grow as a leader, so try not to get defensive if the feedback isn't all positive.
Asking for feedback can be tough, but it's worth it if it means becoming a better leader. By following these, you can ensure that you'll get the most helpful responses possible. And who knows? With enough practice, asking for feedback might even become second nature.
In Conclusion
Giving feedback is a leader's most important skill, but it's not always easy to know how to do it effectively. The examples above should give you the best starting point for providing feedback that will help your employees grow and develop. Remember, feedback should be specific, timely, objective, and actionable.
If you are looking for a comprehensive leadership training program that will teach you how to give and receive feedback effectively, look no further than B2B Leaders Academy. Our courses are tailored specifically for business professionals like you who want to become better leaders and achieve greater success in the workplace.
Remember, becoming the best leader possible for your team needs time, effort, and resources. Contact us today and see the difference our program can make to improve your leadership skills!
