Failure is the key to success; each mistake teaches us something. – Morihei Ueshiba
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Your employees must know and feel that as a leader, you genuinely care for them and their work. If you are giving feedback to improve an employee’s output, then that employee will shine through. Remember that as leaders and managers, you are also mentors for career growth. Companies like IBEX, a BPO company in the Philippines, show how much they value their employees by mentorships and advancement programs. In short, giving feedback must come off as something you are doing because you value them and their place in the company.
Before you call an employee to your office to give him negative feedback, try to look back at what happened and what he did right. There has got to be something. According to management consultant Sally Narodick, compliments put feedback sessions at the right track—it also relaxes everyone.
You must have a purpose for giving a feedback, for example, a certain action is not consistent with the vision of the company or the team. In a call center company for instance, if your goal is to give employee feedback for better customer satisfaction, then say so. Tell them how their action was inconsistent with that goal. In short, do not give negative feedback just because you want to. Venting out criticisms without a clear purpose or just to make you feel better creates a culture of resentment.
Feedback sessions should always be a two-way process to be effective. If it is something that an employee did wrong, it would be great if you will hear his or her side first. No manager can give a highly-effective feedback if he doesn’t listen and pay attention. You have to come from an empathic place and appreciate what the employee is trying to say. Uncover the root of the problem and ask questions.
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Do not be that leader or project manager who just put his foot down just because he has the right to. For your feedback to be credible, you have to understand and appreciate everyone’s place in the team or company. Don’t try to drive change if you have no idea where you are coming from. Credibility and trust takes time and it also takes leading by example.
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Giving employee feedback must be done in person and as much as possible, in private. There are regular evaluations that you are required to fill out as a manager but your observations should not be given via email. Feedbacks sent by the said medium can be easily misunderstand creating further problems. When you are frustrated, avoid from posting anything on social media that obviously targets just one person or incident. If you want to be an effective manager and leader do not shirk from any confrontation.
Encourage team members and employees to also give feedback about the team, about projects, and about your leadership. In as much as you provide feedback, you must also be more than willing to accept it. Listen and appreciate.
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John Anderson is a Web Developer, Creative Content Director and a Commissioned Artist. He is particular in watching web and social media changes and uses. He is interested about various internet trends and enjoys his day job as a cartoonist and commissioned artist. Follow him on Twitter.
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