From Ritual to Impact: Delivering Feedback that Matters
Why is feedback so crucial? What sets effective feedback apart from its ineffective counterpart?
In today’s fast-paced and interconnected world, feedback has emerged as a prominent catalyst for personal and professional growth. While the concept of feedback may be widely known and discussed, the nuance of providing constructive criticism or praise often eludes even the most seasoned leaders. The process can be fraught with uncertainty, leaving both the giver and the receiver apprehensive about its impact. It is within this complex landscape that the need for a comprehensive understanding of feedback strategies arises—a pursuit that aims to make this crucial process easier, more insightful, and ultimately, more productive for all parties involved.
Hitesh Soni, Lead Consultant – HR Practices and Solutions, NamanHR mentions, “Feedback being a powerful tool enhances performance, aligns goals, and fosters growth. Its ability to improve interaction, teamwork, and professional development for staff members increases engagement and motivation. By balancing constructive criticism and appreciation, feedback can play a vital role in cultivating a culture of continual development, propelling both individual and organizational achievement.”
In this article, we delve into the multifaceted realm of feedback, exploring the intricacies of delivering meaningful feedback that fosters growth and builds stronger relationships. By examining the challenges faced by managers in sharing feedback effectively, we shed light on practical strategies that can pave the way for more impactful communication.
Transforming Feedback Into A ‘Present’
Have you ever wondered about the power of a smile and appreciative comment in handling diverse opinions without causing discomfort? This is precisely the essence of the sandwich technique, a valuable approach that can make a big impact on feedback delivery. By starting with an appreciative comment, followed by constructive feedback for improvement, and concluding with another appreciative expression, managers can effectively convey constructive feedback.
This layered dialogue allows individuals to reflect on areas where they can enhance their performance while recognizing the aspects that have propelled them forward in the eyes of others. To ensure a balance in sharing both positive and constructive feedback, it is important to consider when, how, and what aspects are being communicated. The technique not only leads to mutual growth but also motivates employees to go beyond expectations.
2. Gamify & AI With SBI:
With the rise of flexible work, employers face complexities in employee performance tracking and providing feedback, leading to misalignment among team members. Amidst the technological boom, employers can leverage AI algorithms with the SBI (Situation Behavior Impact) model as a constructive feedback technique.
With automation, managers will be able to convert raw thoughts into professional feedback, accompanied by the SBI framework, to make it specific, timely, and clear. They can also implement a feedback gamification system, to motivate employees to receive feedback within designated time frames and earn rewards as they make progress. This combination of technology empowers employees, fuels anticipation for feedback, and fosters a culture of growth.
3. Feedback in the Moment :
In the feedback realm, timing holds significance as employees often await formal reviews that dilute the impact and relevance of feedback. To address this, organizations need to work on employee performance tracking by organizing review workshops to empower managers to take ownership and accountability for delivering feedback at the moment, closely tied to observed behaviors or events.
“I believe timely feedback enables quick course correction and reinforces good behaviors. This empowers employees to evaluate their performance better and quickly as they gain a clear awareness of the acts or circumstances being addressed. Additionally, it aids in prompt problem-solving or recognizing, assisting employees in staying on task, making appropriate adjustments, and maintaining engagement and motivation.” ~ Hitesh Soni, Lead Consultant – HR Practices and Solutions, NamanHR.
4. Performance-driven Coaching :
Following the review process, employees are typically provided with feedback reports highlighting strengths and areas for improvement, accompanied by guidance and support from managers. However, this approach often leaves employees unaware of how to effectively leverage their strengths and address their weaknesses, making the progress stagnant till the next review.
To bridge this gap, employers can implement feedback coaching sessions after employee performance tracking that focus on strengths and weakness management, such as NamanHR’s MIDAS program, to empower employees with strategies for goals and performance enhancement. This comprehensive approach not only improves the effectiveness of feedback via actionable steps but also motivates employees to actively seek and embrace feedback on their journey to personal and professional development.
5. Future-oriented & Personalized :
It all starts with that presentation scoring marks from set, to achieved and then dictating what could have been done. Today’s employees want something designated to their career, goals, and progress, whereas a one-size-fits-all all approach will not always work. To cater, managers need to be open to transmitting their feedback and make it interesting to listen, work on, and proceed.
It can start with the implementation of 360-degree feedback mechanisms where personalized feedback can come from peers, colleagues, and managers at once. This feedback can then be converted to an individual portfolio highlighting strengths, achievements, and areas for growth from diverse perspectives. This leads to employers providing actionable steps for employees to work toward future goals. This personalized approach not only enhances employee engagement but also ensures development that aligns with employees’ aspirations and organizational objectives.
Feedback That Matters
The dynamics of employee performance tracking and reviews remain the same, even in remote or hybrid settings, but still, individuals struggle to master the art of giving and receiving effective and timely feedback. It is evident that not every managerial role possesses the skills to deliver feedback that propels their team’s performance. However, it is the collective motivation of the organization to invest in their people and the individual’s commitment to being part of that investment that can yield mutual benefits.
While there are various strategies available, (extending beyond the ones mentioned here) they can at least unlock pathways via which employees, managers, and organizations can prosper, for future growth. Unlocking the potential within every individual and fostering a fair and competent workplace is our specialty at Naman. Our team of experts is committed to delivering tailor-made workshops that bring out the best in each participant. Get an expert’s view today, contact us, or visit www.namanhr.com.