Constructive Feedback and its effect on a worker’s productivity
Providing and receiving feedback is a two-way function for every organization that aims towards Excellent Productivity. The need to avoid the issues of making it overwhelming must be considered and thought through by both parties involved.
Feedback is an essential part of a company’s growth plus an individual personal development checklist. What they are doing excellently well, what they are doing averagely well, and that which is not being done correctly to attain the required result.
Below are ways to make constructive feedback work for your organization and the development you require
1. Stay Positive minded
There is always a saying that “A person who is well-appreciated will definitely do more”. Constructive feedback must be positive with a touch of appreciation. There must be a careful guide through lines in criticism that does not only label out the negative part. An organization should learn to put forward the positive part first. There is a high percentage of a worker listening and working towards fixing any problem stated when appreciated first.
2. Be Specific
When giving constructive feedback, it is very key that employers should understand the need to be straight forward, make sure the comment you are giving is clearly stated for better understanding. For every area of performance, where the worker performed wonderfully or woefully. Be specific enough to pass the right message for immediate improvement.
3. Avoid Placing inference on workers.
Constructive feedback can only bring about positive change when you observe and not inference. Inferences are some untrue assumptions or opinions anyone can make up about a person while observation is often more clear and pronounce for positive change. With observations, you are logical and reasonable about what you intend to tell the person. Your point is clearly considered before stating it so as to avoid hurting the worker you aim towards correcting.
4. Use behavior language
Using a language that describes a worker’s behavior is likely to earn their attention faster and better. A lot of time, this method is much better for anyone who intends to have healthy communication with their employees. Using languages like ‘right’ or ‘wrong’ engenders a “black and white” culture which is too rigid, and it may make the employee respond defensively. Avoid the use of the statement that sounds more of a desperate order, words like, need to, have to, must-have, etc are likely to put your employees at the defensive stage which will not fasten the need to understand your point of view.
5. Organization must avoid feedback overload
Feedback should be precise and straight to the point. The use of ambiguous words and descriptions should be avoided, as this is worrisome. Giving too many comments in a feedback session may make the employee become disengaged or even confused with the overwhelming wealth of information.
Constructive feedback has unlimited ways of improving workers’ productivity and creativity. As a Manager, you should at all times ensure this is done to promote engagement and individual development among your workers.
