When managing a company, it's crucial to know how to give and receive feedback. This allows managers to better understand improvements in each employee's task performance and interpersonal skills.
Unfortunately, not all leaders are able to put into practice this efficient way of knowing their own employees. Now, it is through feedback that mistakes made in the workplace can be discussed and transformed into learning experiences.
But for the result of this practice to be positive, it is essential that it is not seen as criticism, but rather as an impulse for growth.
Often, the manager or employee responsible for providing feedback may be stressed for other reasons. This is definitely a problem, since if it's not delivered in the right way, they'll perceive what should be constructive feedback as one-sided criticism.
Some organizations forgo the feedback process for fear of being misinterpreted by employees. This is detrimental, as it doesn't encourage any behavioral change or professional growth.
To avoid impasses like this, check out our 5 tips for giving feedback to your employees:
Delivering feedback to employees is often seen as a stressful moment, even if the feedback on the services provided is positive. Therefore, it's best to schedule a convenient time and place.
Conduct the conversation individually with each person, as criticizing an employee's weaknesses in front of colleagues can be considered harassment, which can even lead to a labor lawsuit for the employee. enterprise.
It's important to reflect on each employee's conduct, their work practices, and even their relationships with colleagues. This assessment shouldn't be based solely on criticism; it can include praise and tips on how to improve.
Use an appropriate tone of voice to avoid discomfort on either side. Ask questions about what might be wrong, but do so in a way that doesn't offend your employee. Questions can often reveal the problem, leading the employee to realize what they've done and commit to change.
Don't limit yourself to simply pointing out mistakes or criticizing; it's always good to give positive feedback. Show your satisfaction with the company's success and encourage them to continue doing so.
When giving feedback, stick to the strengths and weaknesses of your employees. Start by talking about a positive aspect, then offer constructive criticism. Finally, mention a quality of the worker and encourage him to obtain better results.
Don't overextend your feedback, as it's a tense moment for most people. Be clear and objective, conveying all information directly. Check if the employee understands and avoid elaborating too much on what you're saying to avoid confusion.
This entire process isn't just about you talking. It's crucial to listen to what employees have to say, understanding their perspective on mistakes or the company's development.
This way, the discussion becomes more effective and yields better results, providing more strategic questions and conveying empathy and respect during the conversation.
Now that you know how to give feedback, it will be easier to monitor the development of employees in your company, highlighting what needs to be changed and improved.
Did you enjoy learning these tips? Then subscribe to our newsletter to stay up to date on other topics like this that can help you with management and the workplace!
EN 
PT_BR 
