It’s not enough to simply offer employees feedback. You have to provide feedback that they can put to use. If your feedback is up to snuff, you can honestly answer “True” to the following statements:
- “I set goals for employees.” Simply criticizing employees’ performance is not enough. Tell them how to improve and then set a goal for them to reach, along with a timeline for doing so.
- “I provide feedback in private.” Don’t ever use feedback to punish or embarrass others. Lashing out at employees in front of others, even when they mess up, hurts everyone involved. Schedule private one-on-one sessions when you must offer negative feedback.
- “I focus on the behavior, not the person.” If you find yourself making comments like, “You are uncooperative/disorganized/rude/lazy,” you will draw a defensive response. Instead of making your feedback about the person, focus on negative behaviors that you have observed.
— Adapted from “Is Your Feedback Truly Constructive?,” Rick Goodman, Business 2 Community.