Best practices for making FeedbackModel request feedback. Talk about behaviors and actions that can change (versus attitudes or personality) and validate with others, if possible. Check comprehension by using open-ended questions. However, according to a survey conducted by the American Management Association, 75 percent of working professionals blame poor internal communication for hampering their organization's growth.
In addition, CMS Wire cited data from RingCentral, according to which 44% of senior management surveyed expect more widespread adoption of internal communication tools. A study conducted by Forbes found that employees engage 74% more when managers create a reciprocal dialogue asking them to share feedback on their own performance. A productive conversation about performance should encourage open dialogue, and the employee should have the opportunity to share their perspective on their own performance, as well as any concerns or ideas they may have to improve the entire team. Modern performance management processes that leverage goal-setting software are collaborative, and conversations about feedback should be, too.
If your direct report doesn't request feedback directly, either in person or through 15Five's Request Feedback feature, be sure to ask them if, when, and how they want to receive it. Be specific about what you would like your employee to do and offer them guidance on how they can apply feedback. For example, “I noticed that you've fallen behind on your last two deadlines. I would like to work with you in managing your time to make sure that you don't commit too much and that you finish each of your tasks on time.
The best approach to feedback is example 2 because it focuses on the person's behavior, while example 1 attacks the person's character, which will not lead to improvement. Practice giving comments often; it will soon become a habit. When you need negative feedback, talk to the employee within 24 hours.
