For the proper functioning of the company and satisfied employees, it is important to lead people properly, motivate, manage, but last but not least, give and receive feedback. Supervisors often make the mistake of not wanting to hear criticism from their employees and not allowing them to voice their opinions. This can give them the feeling that they are doing everything right and have no need to change or improve. Both feedback and criticism are important for both employees and management.
Feedback rules:
Giving or receiving (even constructive) feedback may not be entirely easy. In order not to get into unnecessary conflict or even arguments, there are certain rules that need to be followed in this type of conversation.
How to go about giving constructive feedback/criticism
- It is important to check that the other party agrees with hearing the opinion, which may be negative.
- The positive aspects of the employee should be highlighted at the outset.
- On the other hand, do not evaluate, do not analyse.
- In (constructive) critical feedback, we again highlight the positives of the employee and define the impact of the criticised behaviour based on facts or previous experience.
- We propose solutions on how to avoid the situation that has a negative impact on the company’s operations or on other employees.
- We will offer help to resolve the situation and try to ensure that the employee does not leave with a negative impression after the conversation, after receiving feedback.
How to receive feedback/criticism?
- If giving feedback is not customary in the company, ask for it. This is because feedback gives you the opportunity to see where you can improve and the opportunity to work on yourself.
- Give the person you have asked some time to think about it so that they give you the right feedback.
- Try to listen to the criticism first, do not interrupt others while they speak, even if you have something to say in your defence at the time. Rather, write down your thoughts and come back to them after the feedback is over.
- Prepare arguments or suggestions for improving the situation, and what you could change.
- If the feedback is given correctly by the other party, you should see it as something that will move you forward and give you an opportunity to improve.
- For feedback to be meaningful, it should be given at regular intervals, or more frequently as agreed if necessary.
However, it is important to remember that giving and receiving feedback correctly is not something you learn over night. As with many other things you encounter at work, practice makes perfect.
