It is a sign of a good leader when you can communicate feedback effectively to your staff. Feedback is beneficial to both your employees and your team.
Employee feedback is also possible informally, such as during a review or meeting. But some of the most impactful employee feedback usually occurs more spontaneously as it’s still fresh in your mind.
When should you provide feedback to others? How can you be sure that your feedback will be used properly?
We have provided you with some tips and examples of how to give feedback.
- Employee feedback is available in many different forms.
- Positive employee feedback Examples
- Employee feedback examples that are constructive
- Negative employee reviews examples
- Feedback in a Remote Work Environment
Employee feedback is available in many different forms.
There are three types feedback that managers could give to their staff. Positives, Here are some words to constructively advise you, negative feedback.
The difference is in tone and intended outcome. We’ll look at their main differences, when and how they should be used, as well as the best way to communicate them.
Positive employee feedback
A simple compliment or acknowledgement of someone’s efforts can make their day. The workplace is no exception. Positive employee feedback lets you team know that they are appreciated for their hard work and highlights their strengths.
Positive feedback: When and how to use it
Who doesn’t love to hear when something they did is right? While there is no limit to how frequently you can communicate positive employee feedback, reinforcing real-time feedback conversations are great ways to connect with your employees and deepen employee engagement.
If you give your teammate the positive feedback right after the presentation, you can encourage them to use it in future projects. If you wait for a few weeks or months to conduct periodic performance evaluations, your team could lose momentum.
How to give positive Feedback
Employee feedback should always be personal and sincere. If you don’t give specifics, the employee might feel that you didn’t pay attention or you are just trying to meet your compliments quota.
Thank them for what they did, thank the team members and leaders who gave positive feedback, and highlight your favorite parts. A small compliment that highlights an employee’s positive qualities can go a very long way in making them feel like they are on the right track and that you have the same vision.
While giving positive feedback personally or via video chat is ideal because it establishes credibility and trust, sending quick feedback via email or Instant Messaging can improve morale.
Employee feedback can be constructive
Managers are rewarded when they tell a worker that he has done a good job with a report or presentation. It can be difficult to give constructive feedback.
The goal of constructive critic is not discouragement, but rather the development of an employee. As a supervisor, you can provide suggestions and advice for improving the team’s future project and collaboration.
When to use constructive criticism
Constructive criticism can also be given immediately after an event, just as positive feedback is. If you work at home, you can schedule an instant synchronization to let your coworker know that you admire their work ethic but feel there is room for improvement.
You can also write down the situation if it is not urgent. You can address the problem at a later time during an appointment.
How to give constructive feedback
When giving constructive feedback to a friend it is important that you are nuanced. You can acknowledge what they did and then discuss their challenges in a project or team meeting.
Negative employee feedback
Sometimes, you can’t avoid giving negative feedback. Although it can be uncomfortable, your role as a manager is to encourage your employees to develop and to give their best efforts in order to achieve your team’s goals.
When to use negative employee comments
The longer you dwell on an issue, the harder it is to move on. Resentment can lead to a decrease in collaboration between peers and a decline of employee engagement. By addressing this issue early on, you give the employee a chance evaluate their approach.
If an issue occurs only once, but you wish to track your direct report’s progress to see if it becomes a pattern, you can give feedback in a performance review.
How to give positive feedback when an employee makes a mistake
Communication skills are essential when giving negative feedback. These conversations are not easy, but they will lead to a more inclusive and happier workplace culture.
If your team is dispersed, it may not be possible to provide feedback in person. Video chat is a better option than email if you want to have an uncomfortable conversation with your employees. So they can see both your body language and tone. The less that can possibly be interpreted, better.
Positive employee feedback examples
1. Achieving Your Goals (Big or Small)
“You can achieve your goal [name the goal] This is an amazing achievement! We have seen the hard work you have put in. [name the impact of their work on team/business goals]. Thank you for your contribution to the team’s goals.”
2. Becoming a member of a Team
“I want to thank not only you for your performance, but also for [name the specific action]. I am really impressed with the dedication you have to your team even beyond your day-to-day work. Your collaborative nature and your leadership skills truly embody our company’s values. What can I do in order to continue this positive outlook?”
3. Extraordinary work is beyond the daily routine
“Thank you for all your extra effort on [name a specific project or task]. You did a great job, and it was noted how dedicated you were. “Keep up your great work, and let me know what I can do to continue to support you for future projects.”
4. Developing soft skills
“You have grown so much in the last few years. [name the specific soft skills]. I know that it can be difficult to overcome [name the challenge]”We can feel your drive to succeed.”
Employee feedback examples which are constructive
5. Communication within the team can be enhanced
“I’m impressed by your dedication.” [name the project]You may want to check-in with the other participants more often, so we can adjust deadlines as needed. Please let us know if you need additional support or resources.
6. Lack of alignment with goals or priorities
“I would like you to tell me about your priorities. I have noticed you are doing well with projects 2 & 3, but project 1 is getting lost. I know that certain projects are important to you, but we need to prioritize the ones that are in line for this month’s objectives. Are you prepared to tackle Project 1 with the resources and tools that you need? You might be able to delegate certain tasks to keep on track. Let’s review. Set your goals together.”
7. Lack of autonomy for project
“I think it’s great that you ask for clarifications whenever you have questions regarding a certain task. Recently, I thought you needed more guidance. Your team will always support you, but how can I encourage you to develop more independent work habits and leadership abilities?
8. Time management issues
“Hey [name of employee]! You are doing an excellent job on this project/I really appreciate your attention, but it’s important to manage the time efficiently because there are many projects we need to balance. Immediately,. If you feel like [name of task] If you find that a project is taking longer than usual, step back and start again.”
Negative employee reviews examples
9. Late delivery on a project
“I want to let you know that your delay in completing this project has affected the entire team. I know you worked very hard to finish your part on schedule. Now that we’ve had a chance to look back at the situation, we can identify any roadblocks. I’d like to see you being more proactive next time when it is about spotting roadblocks or other obstacles that may impact your delivery. How can we alert you to these things?”
10. Low morale and a bad approach
“I’ve noticed you seem less motivated at work, and lack a sense of purpose. It’s important to have a sense purpose and feel motivated. I can see the impact on my teammates. I want to ensure that we are all on the same page and supporting one another. Is something happening that I’m unaware of? Do you find your job challenging enough to keep you interested? Do you have any suggestions?
11. Managing conflict within the group
“I felt tension yesterday in the meeting and wanted to address it, before it affected happiness or productivity.” We all strive for [name a shared goal] It’s fine if you and your colleagues have different ideas about how to reach the same destination. What was your mood at the meeting? What are your primary concerns? Let’s arrange a meeting. [name of colleague] To work towards a cooperative solution.”
12. Unprofessional or problematic behavior – How to handle it
“I wanted to let you know what I heard in the meeting.” I can see how you could be frustrated. [name of colleague or project]There is a code of conduct that must be followed both at work and away from the office. I want to stress how important it is that everyone be in a professional and safe environment. “Are we in agreement?”