One of the keys to supporting and retaining talented and top-performing employees is providing feedback. Feedback can range from spontaneous comments to formal performance reviews, and can therefore be given on a daily, weekly, or monthly basis. Regardless of the kind or frequency of the feedback, it should always be constructive, critical, and creative. Let’s explore those three adjectives and their relation to employee feedback.
Merriam-Webster defines constructive feedback as “helping to develop or improve something.” Keep the goal in mind when giving feedback: to help your employee improve their performance, benefiting both the company and the individual. Constructive feedback, whether positive or negative — congratulating a job well done or pointing out the room for improvement, will ultimately result in improvement.
Contrary to popular misconception, “critical” is not inherently negative. An alternate definition is “using or involving careful judgment about the good and bad parts of something.” When giving feedback, clearly and thoroughly explain both the good and the bad. Present the former as an area of improvement and the latter as an example to emulate.
Be creative with your feedback to avoid it becoming repetitive. Be creative with topics: find different aspects of your employees’ positions and performance to comment on. Be creative with the manner of giving the feedback: formal, written reviews, in-person conversations, email, and any other form that is both constructive and critical.
Providing consistent feedback for your employees allows them to continue growing and contributing positively to your company. It also shows personal interest, assuring employees of their important role in the company, which inspires dedication. Providing constructive, critical, and creative feedback to your employees on a consistent basis has purely positive results.
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