How can I deliver constructive feedback to employees?

Everyone is different, and the way you give feedback to each of your employees should be different too. While some people may feel talked down to if they feel the criticism of their work is being sugar coated, others may be sensitive and catastrophise the feedback they receive. Some employees like to read over criticism and really let it sink in, so receiving it via email may be their preferred delivery method, while others will opt for face to face feedback.

And some employees are receptive to any feedback that comes from a senior member of their team, while others never want to feel like they’re being told what to do.

So, it’s important that you tailor your feedback bearing the employee’s temperament in mind.

If you’re giving feedback to a new member of your team or you’re not sure what an employee’s preferences are, try to be delicate. It’s better to leave a member of staff wondering why you’re tiptoeing around an issue than impacting their confidence because they think they’ve received some harsh criticism. For the best results, monitor the personalities of your employees and keep a keen eye out for how they respond to feedback. One way to do this is by mapping the behaviour of each member of your team. Duo Global Consulting offer a free behavioural map to enable business leaders to better understand their team and accelerate their business.

No matter what your employee’s preferences are, no one likes receiving criticism – even if they believe it’s fully deserved.

So, make sure you reassure an employee whenever you’re offering feedback. Highlight that this one misstep they’ve made doesn’t take away the fact that they’re a valued asset to the business.

If they’ve made a major mistake, reassure them that you trust and believe in their abilities to put it right. And be sure to remind them that you’re there to support them with anything they need.

It all comes down to your approach. This will make a significant difference in how your team take criticism. Everybody makes mistakes, so it’s important to reassure them that the slip up isn’t a reflection of their abilities.

Telling an employee they’ve done a bad job on something and then telling them how to fix it - or worse, completely taking the project off their hands – is a sure-fire way to suggest that you don’t think they’re capable of doing their job properly.

Instead, give them the autonomy to take the lead and fix their mistakes. Question the employee and encourage them to think about how they can improve to a standard that meets expectations. This subtle change can work wonders for your employees’ confidence – especially if they’re a junior member of staff that might be working at low confidence.

So, ask how they could improve things next time. Letting them take ownership will encourage them to be proactive with their development rather than just following orders or feeling like they don’t know what they’re doing.

Of course, offer your own suggestions too. But the solution to the problem should be something they see as the best way forward.

You’ve identified an issue, brought it to your employee’s attention in a way that fits their style, and then given them the autonomy to come up with their own solution.

The final step in giving effective criticism is to offer positive reinforcement.

Whenever you notice an employee following through fixing the issue with a solution they came up with, make sure you praise them. The acknowledgment can be a quick private chat or an email. Positive reinforcement is the most effective way to give them pride in their job and boost their confidence.