If you’re not regularly giving feedback to your staff members, you might want to prioritize it. Research shows that 75% of employees believe feedback is valuable – and 65% say they want more feedback.

In the workplace, constructive feedback is one of the most powerful tools in a leader’s arsenal. It takes practice to get it right, though. Chris Brennan, a performance consultant with Insperity, has put together a list of some essential tips on giving employee feedback. We share his thoughts in this issue of PromoPro Daily.

  1. Understand the value of feedback. This is the first step in delivering it effectively, Brennan says. You might not think your words have an impact on your employees, but this simply isn’t true. He says the right feedback at the right time can be so powerful that it could inspire someone to change their career or their entire life. You can create profound change in the lives of the people around you.
  2. Know different people’s feedback preferences. Some may appreciate a public shout-out, while others feel embarrassed by it. To find out what your team members prefer, just ask them. Brennan says the sooner you do it, the better.
  3. Consider the environment. The setting can make or break your feedback. Brennan says a safe mantra is “praise in public and correct in private.” Whether you’re giving someone kudos or some constructive criticism, try to give your input as soon as possible after the behavior or action.
  4. Be specific. Saying a quick “nice work” or “well done today” won’t have much impact. In fact, Brennan says vague or ambiguous feedback may lead to confusion or hurt feelings if you’re giving constructive feedback. Always be specific with your feedback.
  5. Don’t forget the dessert. If you use the compliment sandwich – giving positive, then negative, then positive feedback – serve some dessert in the form of checking for understanding and making a plan. This doesn’t mean putting the employee on the spot, Brennan says, but rather asking them when they can provide a plan to correct the situation.
  6. Keep a dialogue going. Feedback should never be a monologue, Brennan says. Encourage your employees to share their thoughts during the conversation and listen intently.
  7. Follow up. According to Brennan, a continuous cycle of feedback can have a powerful impact on behavior. When you follow up on your last feedback session, you show that you care how your employee is doing.

Giving timely and thoughtful feedback is one of the best gifts you can give your team members. Apply the tips above to make sure your employees don’t just hear your feedback but feel compelled to act on it.

Compiled by Audrey Sellers
Source: Chris Brennan is a performance consultant with Insperity.