By : RNO
One of the things there will always be in your agenda as a leader is to provide feedback or input to the members of your team. Input provided would be constructive or building, with a view to improving performance and productivity of subordinates. Feedback is considered important because of its function as a guidance and a motivator. Without the input of employees often find it difficult to grow, because there is no assessment of his performance over the years. Can be regarded as work performance thus far of the results you expect. If allowed to drag on not only performance and the performance is still in place even threatened to worsen, but also affects the productivity of the team you lead.
Not easy to give feedback. Submission is not careful could be regarded as a criticism personally attacked. Rather than want to improve performance, it actually makes employees discouraged or lose respect for you as the leader.
Delivering constructive feedback and clearly it requires skill and courage. Moreover we live in a culture that is often reluctant to submit entries. "Fear offended" that may exist in your mind. But if this is done successfully, the result will be satisfying and provide a positive impact.
Here are some tips that can help you in providing feedback to team members effectively and efficiently.
1. Immediately.
Give feedback immediately after you feel the results or performance of works not in accordance with the expectations or standards or other issues that do not fit with corporate culture and even work ethic. Even though you feel shy and reluctant to do it, do not wait until their performance was deteriorating. Waiting means allowing your employees to work without guidance and without the parameters of the work.
Not easy to give feedback. Submission is not careful could be regarded as a criticism personally attacked. Rather than want to improve performance, it actually makes employees discouraged or lose respect for you as the leader.
Delivering constructive feedback and clearly it requires skill and courage. Moreover we live in a culture that is often reluctant to submit entries. "Fear offended" that may exist in your mind. But if this is done successfully, the result will be satisfying and provide a positive impact.
Here are some tips that can help you in providing feedback to team members effectively and efficiently.
1. Immediately.
Give feedback immediately after you feel the results or performance of works not in accordance with the expectations or standards or other issues that do not fit with corporate culture and even work ethic. Even though you feel shy and reluctant to do it, do not wait until their performance was deteriorating. Waiting means allowing your employees to work without guidance and without the parameters of the work.
2. Take care of their honor.
Giving feedback is totally different from giving a compliment, although both are aimed at, ie, spur employees to improve performance. If praising employees will be better done in front of other colleagues, giving feedback should not be done in public, especially when delivered could be taken as criticism. Speak politely and stimulate the employee to also issue an opinion. Do not use words that could be interpreted as an 'attack' legally privileged. You want to get rid of bad performance, it's not personal.
3. Do not forget to praise.
Remember that not all employees do not work as expected or below standard. Surely there is one thing he could do satisfactorily. Show that you appreciate their work to others by giving praise before submit feedback. Besides helping to improve self-confidence, this will help to further open up to receive input from you.
Remember that not all employees do not work as expected or below standard. Surely there is one thing he could do satisfactorily. Show that you appreciate their work to others by giving praise before submit feedback. Besides helping to improve self-confidence, this will help to further open up to receive input from you.
4. Be specific.
Avoid conversations swirling before getting into the things that must be repaired. Specify clearly what must be repaired and pass your suggestions to overcome this. Convey clearly tips, techniques and advice relevant and detailed. Give illustrations and examples when necessary. For example, customs employees who are always late to report on the grounds that too much responsibility. Suggest to divide the daily routine in a smaller deadlines and apply personal targets. Remember to focus on solutions, not on the employee personally.
5. Discuss the plan.
Although you've given advice, tips and techniques, and convey your expectations to the employee, still discussing plans and targets to improve performance. This would give them a sense of confidence because of their opinions valued. Thus, their respect for you also will remain intact. Agree upon a target date for improvement to be achieved. Although you want to change and improvement happen as quickly as possible but listen targets the employees themselves. This will give a great feeling of responsibility because the employee is taking part in decisions to improve their working. To remember is that although they already disclose the target of change, the decision to continue to apply your initial strategy or a compromise is in your hands.
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