Feedback is a cheap, quick and easy tool to enhance employee productivity and interest. Most managers hear about feedback almost daily, but even that is not enough for them to effectively tell their people how they are performing. Think about whether you are actually not the kind of manager who knows more about the things he works with than about the people he works with. Basic assumptions of effective feedback were summarized on inc.com.
Respond immediately
Provide feedback as soon as possible, otherwise it will lose the sincerity and the recipients will remember your message.
Provide often feedback
Do not wait for an official performance evaluation. Actively search for opportunities to provide feedback to your team within daily activities.
Evaluate in detail
General statements such as "good job" are not enough because they do not say anything specific to the recipients. Describe clearly what you speak about.
Choose a correct form
How many times have you already heard that praise should be provided in public and critcism in privatele? So do it. And always include recommendations to remedy in negative feedback. In general, try to pass on feedback in ways preferred by individual employees.
Be relevant
Focus your feedback only on important issues related to work performance.
Beware of comparisons
It is OK to compare employees' performance to their previous performance or to the competition. However, do not compare your employees to each other.
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