Back to Basics: Teach Managers How To Provide Feedback
Feedback can be valuable for your employees to develop and reach important goals, but more feedback isn’t always better. It’s not as simple as telling
November 19th, 2024 – By Rebecca Taylor, CCO and Co-founder of SkillCycle
Feedback can be valuable for your employees to develop and reach important goals, but more feedback isn’t always better. It’s not as simple as telling your managers to offer more input, more often. Managers may need training in how to provide feedback that supports employee learning and development.
The first step is to pinpoint your organization’s goals, as well as gaps in the current process. This will help you keep what’s working while addressing areas for improvement.
Employees who strongly feel they receive valuable feedback at work are five times more likely to be engaged, 57% less likely to be burned out by work, and 48% less likely to be looking to leave their jobs, according to Gallup.
You can create a culture where feedback is consistent, impactful, and drives real performance improvement by defining feedback goals and sharing positive employee feedback examples.
To understand why the quality of feedback matters as much as the quantity, let’s consider:
Before expecting leaders to provide continuous feedback, organizations must clarify the purpose of doing so. This clarity will guide the quality of feedback offered to employees to ensure it’s helpful in their growth.
How would you like your employees to improve? What skills are they hoping to build? The feedback you provide should advance these goals.
Key steps in the feedback process should include getting people to practice the right things, prioritize opportunities, and clarify accountabilities, according to Harvard Business Review.
Providing input on an employee’s performance can inspire them to perform better or demotivate them entirely. It’s not just about the difference between negative and positive feedback, even if feedback can be uncomfortable. It’s about finding the right time and approach to share feedback so employees feel supported and seen.
For example, excessive feedback can seriously impact team performance and morale. When feedback is constant and scattered, it can feel more like managers are checking off a box than providing genuine guidance.
Timing also plays a significant role in providing high-quality feedback. Employees need the chance to absorb feedback and work on improvements. Giving feedback too frequently can set them up for feeling rushed and pressured to show instant results. If someone receives the same input without time or support to build new skills, they may feel discouraged or targeted.
Poorly timed feedback can also be demoralizing. For example, giving critical feedback right after a big win, like successfully closing a deal, can overshadow their achievement. Acknowledging their accomplishments before pointing out areas for improvement can help maintain their motivation and confidence.
Offering feedback that helps shape another’s growth is a skill your managers can build. Teaching them to provide meaningful feedback can improve performance while keeping employees engaged.
Constructive feedback works best based on something specific that you’ve seen or heard happening. Starting with a clear observation lets employees know you’re talking about something tangible, not just a subjective opinion. Then, following up with what you’d like to see in the future makes the feedback actionable, illuminating a path forward instead of just pointing out an issue.
Keep feedback supportive by reminding employees you’re in it together. Share positive employee feedback examples with your managers, including messaging that reinforces belief in the employee’s capacity to improve and support in skill building as needed.
Framing feedback this way helps build trust and keeps things constructive, making it clear that growth and success are goals for both of you. This approach shifts the focus from feeling micromanaged to feeling supported in improving a skill or approach, which helps feedback feel like a partnership.
Effective feedback starts with leaders being open and transparent with their teams. As you navigate the journey of improving feedback channels or implementing a continuous feedback model, share that experience with your employees.
Remember, shaping the culture is a collective effort, not just the responsibility of those at the top. Leaders need to model how to provide feedback — and also how to receive it gracefully.
You can also demonstrate that while taking feedback seriously is essential, it doesn’t define your worth. Your response can communicate there’s no difference between negative and positive feedback in a supportive culture where the goal is for everyone to succeed.
For example, if you hear your presentation decks could improve, share that it’s a skill you’re working on and ask for specific feedback. Then, discuss how you’re addressing it with your team and show them a revised version. This demonstrates that feedback is valuable and that learning from mistakes is a natural part of growth.
Remind everyone that not all feedback is a directive to change. Encourage your team to view feedback as insights into perceptions rather than commands, creating a safe space for discussion and shared growth.
Aligning feedback with both individual performance goals and the organization’s broader objectives is crucial. Essentially, each employee’s role drives the company’s success, and their performance goals should reflect that. The skills, time, and expertise they bring directly help deliver on larger company objectives.
It’s helpful to frame feedback within the broader organizational context. When employees understand how their contributions connect to the bigger picture, it strengthens their sense of purpose. This approach prevents the common issue of people feeling disconnected from the company’s goals, leading them to question the impact of their work.
Leaders play a vital role in modeling openness and transparency, encouraging their teams to engage with feedback without fear. Focusing on constructive dialogue and aligning feedback with performance goals can help organizations create a supportive environment that empowers employees and enhances overall performance.
SkillCycle offers the structure you need to provide high-quality feedback that supports growth and drives performance. Schedule a demo to learn more.
