Why feedback will affect your company in the long run?

• The sooner, the better:

If you find your kid doing something incorrectly or not in the best way possible, do you wait for a day or a week to correct him/her?

Then why do you wait before correcting an employee or a subordinate?

Why the difference? Every person needs feedback to grow, even if they don’t like it.

As soon as you find anyone from your workforce not doing a task in the best way possible, tell them!

Keeping things to yourself wont benefit anyone. Also, if you procrastinate in giving the feedback, the person might have forgotten about what he/she was doing back then. So, your feedback will leverage no value. Timing must be just right!

• Mind your tone:

Do you feel motivated after somebody talks to you in a condescending tone?

No, right!

Neither does your employee.

Giving constructive feedback is what is going to make your subordinates grow, not negative assessment.

Instead of saying ‘you did this wrong’, say ‘you did it nicely but not in the best way possible’.

People show improvements when they are acknowledged for their work. Even if their work is not up to the mark, they must have spent some time, energy and mind into it. If they feel that their effort was wasted, they may not continue putting it into future projects.

When they feel appreciated, even for a small effort, they thrive onto the next work.

• Maintaining a feedback routine:

When you don’t do a particular task for a few days, you lose track of it.

Same happens for feedbacks. They are one of the building blocks of your organization. They should be supplied as constant protein.

Try with keeping weekly feedback sessions and later daily or even twice in a day. The amount of feedbacks you give will be directly proportional to the betterment of your employees and in turn progress of the company.

Make use of stick-ons or small one to one messages. Convey your feedback with maximum crispness.

• Sincere observation = Fruitful feedback:

There is a story about a small kingdom. The kingdom had a sincere, hardworking and caring king. The king had one secretive habit.

He used to go around his kingdom every night to see if his people had any kind of problems or unfathomable circumstances.

Every day he tried to bring their secretive problems forward and resolve them. People got their problems resolved without even asking for it.

Can you relate this to your company?

You are the king and your kingdom is awaiting its problem solver.

Observe your people intently in whatever they are doing and how they are doing it. Call them immediately after that and help them improve.

They will value your positive feedback more than you can imagine and all the future projects will witness your effort.

 

“Constructive, not negative feedback is the key”.