Feedback builds relationships between employer and employee.
Employees want to feel valued by you, their boss. Giving them feedback – good or bad, shows you notice what they’re doing and how they’re doing it. Feedback requires trust from both sides, and can be the difference between an employee being just average or them becoming great, but it all depends on you. What type of relationship do you want to have with your employees?
Feedback improves performance.
Open communication between employer and employee allows the staff member to know what is expected of them. In essence, feedback holds them accountable if they fail to fulfill their duties, while at the same time is a window of opportunity for praise if they exceed those expectations. Only when we face our mistakes can we learn from them. Fostering a culture of accountability can be extended from employer to employee to include peer to peer, and this is where your organization can stand out. Everyone holds each other accountable, not just for failures but also for successes. Celebrate achievements and improve upon the shortfalls. Feedback will keep your employees on track to meet company goals and they can see how their efforts impact the overall success of the organization. An employee who feels valuable will want to increase their worth. Do your employees know what is expected from them? Do your staff hold one another accountable?
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Feedback helps you grow emotionally.
As an employee, accepting criticism can be hard to do – after all this is your job, your livelihood. So keep your focus on gaining a better understanding of how you can improve. Great bosses may tell you what you were doing wrong but they will also share what you were doing right.
Former pro-football player Mike Vilimek, summed it up perfectly:
“Feedback is how you’re going to get better. It doesn’t mean you didn’t play a great game, or you’re not great at your job now. It just means you’re not perfect, and that’s OK.”
Now’s your chance to offer some feedback of your own. How do these strategies work for you? Have you experienced particularly positive or negative career feedback in the past and if so, how did it affect you?