Sharing feedback with your team can help build effective communication and improve performance in the workplace. The way you provide feedback is crucial. If you are excessively critical or overly complimentary, this can harm the environment of your office. Executing constructive feedback, on the other hand, can do your workplace much good. Constructive feedback is based on objective observations and focuses on specific areas of improvement. It is supportive feedback given to an individual. Feedback can help locate solutions for areas of weakness. It is given with positive intentions and used to communicate specific issues or concerns.
Your employees have to know what they are doing well and what needs some improvement. To let them know your thoughts and suggestions for ways to improve, the feedback has to be delivered carefully and on a regular basis. With practice, you can develop the skill of giving feedback.
Be Clear and Precise
In order to give feedback, you must communicate the purpose for which it is being given. You must effectively state what your feedback will concern and why it is important. The tone in which you begin is of utmost importance. The last thing you want to do is put the employee on the defense. Give them an idea of where the conversation is leading. It is best to begin by emphasizing to them you have put quite a bit of thought into what you are about to share with them, and your intention is to give them the information to help them achieve professional development in the workplace.
Mean What You Say
To be a true leader or supervisor, you should care about the professional growth of your employees. You must not be afraid to deliver constructive feedback and show them that you genuinely care. By approaching the advice you are about to provide to them with a caring attitude, your employees will know you have their best interest at heart. Even if your employees do not particularly like what you are saying to them, approaching them with the right attitude can work wonders. They will be able to recognize if you really are concerned for their advancement or you are being fake. To put it simply, your honesty and genuine caring are worth it.
Be Specific
Do not be vague with your observations. Give an example of a situation you have observed yourself. Be prepared to share the details of the action or event you observed personally, who or what was involved, what actually transpired, and the results of the action or event. Carefully consider how you will approach the feedback with your employees. Be sure to adhere to references to established office procedures as a beginning point of your conversation.
Provide a Response Time
An important aspect of delivering your feedback to your employees is also listening to what they have to say as well. Look at them in silence after your conversation and wait for them to respond. If you notice they are uncertain of their response or unsure of airing their response, lead them into this portion of the conversation by asking them for their thoughts. It is only courteous to give them your full attention and to remain silent during their part of the constructive feedback session.
Give Suggestions
When you give feedback, try to include practical advice and/or examples. The reason you are providing constructive feedback is to assist with their development professionally. When you offer suggestions, it makes your message to your employees clear and also helps to put your words into action. When offering feedback, put yourselves in your employees’ shoes to help get your feedback across to them.
Always Show Appreciation
Express your appreciation of your employees’ performance with pure unadulterated praise. When you add the why to the mix, you are giving your employees constructive feedback. Constructive feedback is sincere and valuable. Let your employees know when they get their job right. Let them know what you consider as the most important aspect about their work. And how they contribute to the overall success of the office.
There is a skill to constructive feedback, and time is required to develop this skill. The feedback you offer results in open communication lines between yourself and your employees and offers a significant improvement in performance. This, in turn. will produce great morale in your workplace.
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Will the SPS Dental Practice Management System Work for you? Contact Strategic Practice Solutions Dental Staffing to find out more information on the process and benefits and implement this system in your practice today!
