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One of the most important and useful tools to improve skills and performance of employees in a workplace is feedback, which is often neglected. As a Manager it is your primary duty to give constructive feedback to your reportees for their personal and professional development. Here is a quick reference guide on when and how to give and receive feedback and why is it so important. https://lnkd.in/dhxGYsuQ

The future of performance management is continuous feedback. Despite the evident shortcomings of traditional feedback cycles, the transition to a culture of continuous feedback isn’t easy. Feedback can be uncomfortable and unproductive without the right foundations. Check out below as we walk through the case to normalize continuous feedback. Continuous feedback - 🤝 Fosters a sense of fairness and transparency ⏰ Enables timely course corrections 📈 Provides an agile approach to performance management #performancemanagement #continuousfeedback #feedback

One of the most important tools at a manager’s disposal is the ability to provide constructive feedback. Do you know how to offer your team timely and well-delivered feedback? This article shares seven essential tips for how to give feedback to employees. #HumanResource #HRProfessional #HRCommunity

You always break the build! You are irresponsible! 😡 Feedback is an incredible management tool that can be used to empower and improve employees. Yet, many managers avoid giving feedback, both positive and negative, and even if they give feedback – it’s not effective. It’s a shame, as it's a valuable tool that doesn't require much time when done effectively.   In this post, I'll share some of the key takeaways I've learned about giving effective feedback.    ⚜️Why feedback is important⚜️ Feedback is essential for employee growth and development. It helps employees: 💠Understand their strengths and weaknesses 💠Identify areas for improvement 💠Feel valued and appreciated   ⚜️How to give effective feedback⚜️ 1️⃣ Set the stage 💠Choose a private and quiet place for the conversation. 💠Make sure the employee is open to receive feedback. If he just came out of an intensive meeting and he’s pissed off – it’s not the time 😉 💠Give feedback as soon as possible after the behavior occurs. 💠It can be a 5–10 minute talk, don’t make it a performance review    2️⃣ Explain the Behavior 💠Stick to the facts: "Yesterday you broke the build at 16:00 and left home" Focus on specific behaviors or actions, rather than making general statements like “You always break the builds" or “you are not accountable” 💠Avoid things you can’t change.   3️⃣ Explore the Impact 💠Explain how the behavior has impacted you or others. “Because the build was broken, no one could push any commits until this morning, and it caused a delay in project X”.  💠Give the employee a chance to share their perspective.  💠It is important to avoid judgment and blame. 💠Stay with facts, facts, facts. I can argue with feelings and judgment, but facts are facts ✔️   4️⃣Deliver the Feedback 💠Share your feedback in a constructive and helpful way 💠The employee should be an active participant in this process 💠 Discuss possible ways to improve together 💠 Help them set specific and measurable goals   🪄Additional tips for giving feedback🪄   💠Always treat employees with respect 💠Give employees the opportunity to ask questions and share their perspective 💠Help employees focus on how they can improve in the future, rather than dwelling on past mistakes 💠Check how the employee is progressing on the action item agreed on 💠Don’t forget to give positive feedbacks as well 💠Prepare prepare prepare 💠Fake it till you make it. Start by incorporating one feedback into your routine every week, every day, even if it feels awkward. Gradually, these small wins will build real confidence and make will become natural. Remember, feedback is a gift 🎁 When done effectively, it can help employees grow and develop, and it can also strengthen your relationships with them. It's a small investment that can have a big impact on your employees and your organization.   Who are you going to feedback today?   #feedback #agile #management #leadership

Hey guys, It is that time of year, when reviews are happening, and so I have been thinking a lot about FEEDBACK a lot lately. It seems to be one of the most overlooked topics of HR, yet one of the most important ones... And somehow, I feel that the things that matter the most do not happen in the process... ➡️ The primary aim of feedback should always be to get the best out of people. It’s not about criticism for the sake of criticism but about guiding team members towards their full potential. By setting clear expectations, providing actionable advice, and celebrating achievements, feedback becomes a powerful tool for personal and professional development. Such a positive and purpose-driven approach to feedback helps build confidence and competence, driving the entire team towards excellence. We have taken some time to explore this topic more on the @SupportRoom blog. Take a look.

How do you give feedback to your team or employee? some hints to help giving feedback: The most effective feedback a manager can give to an employee is specific, timely, and constructive. It should focus on behaviors or actions that can be improved or reinforced, rather than personal characteristics. An example of giving positive feedback could be: "I wanted to let you know that I really appreciate the effort you put into completing the project ahead of schedule. Your attention to detail and dedication to meeting deadlines is impressive and has a positive impact on our team's success. Keep up the great work!" This type of feedback acknowledges the employee's specific actions, highlights their strengths, and encourages them to continue performing at a high level. It also reinforces positive behaviors and motivates the employee to excel in their role. Do you have any successful experience in giving feedback to your team? Can you share your positive experience in receiving feedback from your manager?

One of the most important tools at a manager’s disposal is the ability to provide constructive feedback. Do you know how to offer your team timely and well-delivered feedback? This article shares seven essential tips for how to give feedback to employees. #HumanResource #HRProfessional #HRCommunity

Good feedback is the key to improvement ✅

When done in the right way and with the right intentions, feedback can lead to outstanding performance. Employees have to know what they are doing well and not so well.

Performance review feedback isn’t always what you expect, need, or want after a routine cycle, and there’s a reason for that. It's human nature to critique first. Team Leads, Managers, VPs, Execs (you name it) can all give in to the urge during review time. Whether reviews are one question or ten, if the assignment doesn’t outline expectations from the start, reviewers are going to give you answers that do more nitpicking than constructively pushing you in the right direction, resulting in a massive waste of time for everyone involved. (Also why people dread performance reviews in the first place.) I see a nauseating amount of “thought-provoking” posts on LinkedIn that do nothing but identify very ordinary challenges without even hinting at a fix for the headaches they love to write about. So without wasting anyone’s time, let’s start here: 1. Set clear expectations before launching your next cycle: Outline role-specific goals for review subjects based on their role competencies BEFORE expecting feedback so their managers know what they should be evaluating. 2. Focus on professional development: Outlined goals are linked to methodically developing A-players. It’s no secret that everyone you want to retain for a long time wants to move up someday - their review feedback should tell them how to get there. 3. Automate the whole thing.