Research has indicated that the best performance teams will often give up to six positive comment for every single negative one that they make. The worst performers are known to give one positive feedback for every three negative comments that they make. Giving performance feedback is integral in helping people to improve. As you read more, you will learn how to give feedback without hurting morale.
Try as much as you can to accent the positive. You will learn that effective feedback is more than just feeding back on the performance areas. This is because you will always find something positive to say. Accenting the positive will often lay a foundation of positive discussion on chances of improving. Giving positive feedback will always improve performance. If you acknowledge the positive contribution of your employee, you will show that you value them as well as build their confidence in you. Always learn to find opportunities to acknowledge and note improvements or effort whenever you can. Try to be as specific as possible. It is always helpful to have general criticism. However, a general praise will not indicate the action that you want to cultivate in someone. Always try to measure the performance when giving feedback. This will make sure that these employees can relate to what they have done wrong.
It is important that you focus on the things that they have done and not who they are. It is necessary that you premise the feedback that you are giving to these employees on their actions and not their intentions or values. This will make them feel more comfortable in a way that allows them to focus on the changes that they have to make instead of defending their hurt feelings. It is through this that they will be encouraged. You will need to be honest in the way you criticize. There will always be a positive response if the criticism is well-intentioned. Having a track record of sincerity will often facilitate this positive feedback. With this kind of reputation, you can easily build mutual trust. Make sure that this feedback is instant.
Verify their understanding. Let people fully understand your expectations their purpose through properly training them. Always give them the chance to leave if it suits them. It is important that you learn asking questions as well as listening. It gives you the opportunity to be in the same thinking environment with them. Learn to ask to be permitted to give feedback. Come to an agreement on how to scale up your goals and timescales. You can also ask for feedback on the performance feedback you have given.