2 Best Practices for Giving Effective Feedback
Ask for feedback
Part of being able to give great feedback is proactively asking for feedback. This is how great managers and feedback-givers lead by example in modeling a work culture that thrives on feedback.
As a leader you shouldn’t wait for feedback to be given, known as “push feedback.” Instead you should regularly ask for feedback which is known as “pull feedback.” Pulling feedback establishes you as a lifetime learner and puts the power in your hands.
Examples on how to ask for feedback:
How am I doing at managing you?
How can I improve my communication with you?
Do you have feedback on how I can communicate more clearly next time?
Document one-on-one meetings
One of the best things you can do as a manager and when you give feedback is document it! The reason documentation is so important is you can refer back to it easily without missing key information. This is a practice that many managers attribute their success to, especially when it comes to writing performance reviews.
To amplify the benefits of documentation, make it a collaborative effort that benefits all participants.
Document key points and action items to ensure participants are and remain aligned.
Send a recap email
Automate this process with Communication Tools built for managers like ConnectUs.
Resources for Managers on Giving Employee Feedback:
One-on-one Feedback Meeting Template: Easy to follow downloadable/printable template following the start, stop, and continue method.
Brené Brown’s Dare to Lead Engaged Feedback Checklist: Go through this exercise to make sure you are ready to give employee feedback.