Is Your Business Considering Employee Feedback?

Another thought-provoking article by our dear Eleanor Hecks — founder and managing editor of Designerly Magazine.

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Employee feedback has been a long-standing and often dreaded tradition at companies worldwide — but when done correctly, it can effectively improve workplace performance and strengthen ties between corporate leadership and workers. 

Unfortunately, most constructive criticism often falls flat. Companies might also opt to omit it entirely to avoid having uncomfortable conversations.

Businesses considering implementing employee feedback can deliver reviews that benefit entire teams and your company’s mission. Here are eight strategies your company can take to provide helpful information. 

1. Avoid Unsolicited Advice

According to a Gallup survey, only 20% of employees feel performance reviews encourage them to enhance their work ethic. 

The truth is, no one actually enjoys hearing about their faults or mistakes. Unless employees know of an upcoming work assessment, unsolicited feedback could burden them. 

It’s best to inquire when and how an employee would prefer to receive feedback. This approach gives them time to process and prepare for what you have to say, boosts their confidence and increases the probability of them acting on your suggestions. 

2. Demonstrate Empathy

The office has rarely been viewed as an empathetic establishment, with 79% of CEOs admitting to struggling with empathy and 77% fearing they’ll lose respect for demonstrating these tendencies to employees. However, delivering employee feedback demands a deep level of empathy. You risk facing a defensive worker when you choose not to approach a difficult conversation with profound sensitivity.

If an employee isn’t expecting your constructive criticism, you should allow them the opportunity to digest what you’ve told them. They have emotions and might face significant challenges that affect their work. Also, remember that a defensive stance doesn’t ensure their resistance to change.

3. Give Detailed Explanations

The most effective employee feedback is detailed with viable solutions for someone to make improvements. Generic advice could leave your employee confused and stressed over what needs correcting.

It’s best not to rush into giving employee feedback. Instead, spend some time tracking their habits so you can provide examples of where they’ve fallen behind. Then develop strategies they can use to correct those behaviors or better meet your expectations.

If the details pertain to job specifications with obvious knowledge gaps, offering ongoing training can promote growth and improve their comfort level in their role.  

4. Concentrate on Performance, Not Personality

Employee feedback should always focus on workplace performance over an employee’s character. Otherwise, constructive criticism might come across as a personal attack, which is unlikely to cultivate change or encourage progress.

For example, some corporate leaders might think poorly of introverted workers. However, it’s more important to address one’s failure to meet deadlines or their regular tardiness rather than why they’d prefer to stay quiet during meetings or pass on company parties. 

Keep in mind that by giving feedback, you hope to encourage employees to contribute more toward the company’s mission and goals, not look to change their personalities. 

5. Uphold Privacy

Even before the pandemic, corporate surveillance of employees was gaining momentum. A 2018 Gartner report found that 22% of global enterprises used employee-movement data while 17% opted for monitoring software to track keystrokes and computer use. 

Today, with remote work and hybrid models being the top employee perk to retain new talent, business leaders are walking a thin line with workers amid increasing video calls and workplace privacy concerns. 

Employee feedback should always remain between managers and their direct reports. Deliver feedback privately at a scheduled time to ensure few distractions and interruptions. You can also keep the setting informal to relieve some of the pressure both parties might feel.

Sending employee feedback in an email or written report is another way to deliver constructive criticism respectfully and privately. This allows more time to consider how you want to word certain items and for the recipient to process the information on their own time. 

6. Be Transparent

Employee feedback can be just as awkward and uncomfortable for the giver as it is for the receiver, which is why some companies skip it altogether.

However, feedback is the only way an employee can improve their performance and that of the entire organization. 

Although hard conversations might be stressful, an upfront, transparent and authentic approach builds trust and sets the tone for a productive discussion with successful outcomes. 

7. Practice Active Listening

It’s essential to foster mutual respect and open communication when providing feedback. Expecting your employee to sit and take constructive criticism without allowing them to speak will bear results you weren’t anticipating. 

Active listening is an integral part of delivering feedback to somebody. Letting someone respond and ask questions will enable you to develop a plan or solution together.

It might also uncover areas where you could improve your business practices to meet your employees’ needs for enhancing performance metrics. Be mindful of listening to your workers as they open up about their individual productivity and that of the company. 

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8. Follow up With Positive Reinforcement

Managers need to follow up as employees work toward meeting new performance goals. When providing feedback, set an appropriate timeline so you can measure their headway.  

Of course, don’t forget the power of positive reinforcement. However, it must be just as specific and performance-focused as negative feedback. 

Positivity is a confidence boost and instills an even deeper work ethic. Therefore, an ideal approach to providing feedback is highlighting some of the employee’s strengths and accomplishments, acknowledging their efforts and showing appreciation for the skills they already bring to the role. 

Employee Feedback Could Be Beneficial for Your Bottom Line

High-performing employees will improve company performance overall. Businesses considering feedback can take a practical approach to support their efforts, resulting in more favorable worker satisfaction and organizational gains.

Eleanor Hecks is the founder and managing editor of Designerly Magazine. She’s also a web design consultant with a focus on customer experience and user interface. She lives in Philadelphia with her husband and dogs, Bear and Lucy. Connect with her about marketing, design and/or tea on LinkedIn!

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