While managers are often reluctant to provide employee feedback, it’s important for making a good change in your organization.
Employee feedback clarifies expectations, helps employees to learn from their mistakes and assists them in developing confidence. If employees have no clue what they’re doing well or where they may grow when managers don’t offer regular feedback. And that’s not a winning situation for everyone.
Employees must be acknowledged for their successes to flourish in their positions. If, on the other hand, their work isn’t reaching your standards, communicating what they can do better can help them get back on track.
In this article, we’ll look at some examples of successful employee feedback and how you can use it the next time you meet with your employees. You should also consider an effective and proven employee feedback tool like Peero
Positive Employee Feedback Examples
The examples below provide some suggestions that managers can use in giving positive feedback.
Employee achievement is sometimes underestimated because managers might get complacent and fail to acknowledge positive performance.
When an employee achieves success, they should be informed. Appreciation encourages proper behaviour, helps employees feel appreciated and driven, and is directly related to greater employee engagement. You can say:
” You gave an excellent presentation yesterday. I’ve heard that the project may be expanded greatly because the client was quite pleased. Great job. I sincerely appreciate all of your hard work, creativity, and energy.”
Look for opportunities to provide appreciation, even if it’s for something as basic as a great attendance record. Tell them:
“Your consistent attendance is appreciated. Because of your energy and desire for work, you are like a cool breeze on a hot day. Thank you for always being available.”
More business is generated by satisfied consumers. Positive feedback is a sure-fire approach to enhance an employee’s morale and productivity if they are being helpful. Here’s something you can say:
” You are considered one of the talented salespersons in the department. You care deeply about your customers, and they appreciate your efforts. I enjoy working with you since your excitement and passion rub off on me. I’m delighted customers recognize your talent.”
The ability to collaborate across teams effectively and with people of varying personalities is priceless. When you see it, make sure to appreciate it!
“Your ability to collaborate across teams and departments is a skill that can’t be found easily in everyone. I’m pleased by how hard you’re working to break down barriers. For example, bringing the marketing team to our meetings sharpened our ideas and helped us in meeting our goals. Keep up the good work.”
Conflict resolution abilities are particularly useful in teamwork contexts. For example, express your appreciation to the employee for stepping in to help the two colleagues reach a solution. You can say:
“Hanif, you did an excellent job resolving the conflict that arose at this morning’s meeting. Conflict is unavoidable, especially when we’re on a tight schedule and everyone is agitated, but you managed to make all sides feel heard. I believe we would still be dealing with it if it hadn’t been for your compassionate and prompt answer.”
Change management is difficult. In the middle of the chaos, take a minute to praise employees who are handling it especially well, and share the positive feelings with others.
“Ahmed, I know change is difficult, and not everyone dares to respond as positively as you did. Thank you for assisting us in moving forward with this new idea.”
Constructive Employee Feedback Examples
Constructive feedback can help employees take more successful measures when things don’t go as planned. Let us look at a few examples:
The managers could give constructed feedback on late delivery projects by saying:
“Your last project delay affected the team’s progress therefore I’d like to speak with you. I know you worked hard to accomplish your portion on schedule, and now as we look back, we can see the barriers more clearly. I’d want to see you be more proactive in identifying them before they have an influence on your delivery the following time. How can we simplify things for you to raise the concern about such things?”
Problematic workplace behaviour must be handled quickly to maintain a culture of respect, tolerance, and anti-discrimination. Feedback should offer clear, explicit standards for what is and is not acceptable in the workplace, as well as why.
” We receive a complaint from your several coworkers that you were overheard making rude remarks in the lunchroom. This corporation has very specific rules. Any remarks or jokes that may offend others are inappropriate and will not be permitted.”
When an employee fails to fulfil targets, feedback should be delivered as quickly as possible to determine the underlying problem and recover performance. Concentrate on the behaviors and attitudes that will improve performance and lead to long-term success. Here’s, what you can say:
” We make sure to set performance goals for the success of both you and our company. Your goals are connected to the goals of the firm and have an impact on our total outcomes. I’m afraid that you came up short. Let’s talk about why that happened and what improvements we can do to help you excel in the future.”
A good manager will remain on top of business outcomes and individual goals, and will quickly check in with employees if there is a change in performance. Begin with positive feedback to demonstrate that you acknowledge and value earlier efforts.
“You are an amazing salesman, and your results are consistently outstanding. However, I’ve recently seen a drop in your numbers. I was wondering if there was a reason for the change and if there was anything I could do to assist you in your achievement.”
What You Can Do
Maintaining an open feedback system helps employees to report concerns as they emerge, as well as express appreciation when things go well. It also helps you to respond to feedback issues in real-time. Feedback should be made a part of your team culture to help your team grow and to make sure everyone’s giving their best.