Giving feedback

Your employees want to know if they’re doing a good job, great job or missing the mark. Here’s how to give feedback effectively:

1. Positive feedback is important too

Most of us only think of negative assessments when the word “feedback” comes up. Feedback actually includes positive things too. Don’t automatically assume your direct report knows when they’re doing a good job, and even if they do, hearing it from will provide greater validation. Deliver praise 1:1 and publicly in all-hands meetings, via email, slack, etc.

2. Employees want more feedback

According to two international research surveys over 72% of respondents rated critical feedback from managers as important for their career development and only 5 percent believe managers provide it. Many managers, consciously or unconsciously, avoid giving feedback because it’s hard. We’re all so busy and giving thoughtful feedback requires an emotional focus and intentionality which is easy to put off and ignore.

3. No surprises

Don’t spring bad news on an employee without setting the context. Every human has a fight or flight response that is triggered by threats like their manager telling them they’re not doing a good job. If they’re not used to getting instant or in-the-moment feedback from you, give them a heads up so they can prepare in advance and hopefully avoid the natural physiological response. Say something as simple as “hey, I’d like to discuss what happened with xyz project and share some thoughts and feedback next time we catch up.”

4. Don’t wait

Give feedback often. Forget about once a year at review time, even once a month is not often enough. Give feedback in real-time, daily, weekly, and/or bi-weekly.

5. Repeat your expectations often

Goals and expectations change over time and so do people’s perceived understanding of them, especially at fast-growing startups. Review your goals and expectations for the employee in their role frequently and do it together to minimize divergence in expectations over time.

6. 360 degrees

Asking for feedback is an important tool to enhance how effectively your employee takes feedback. Part of your job as their manager is to model behavior, so using yourself as an example will help them get comfortable with receiving feedback too.

Feedback fuels an employee’s professional development, provides motivation, and boosts self-confidence. All things that both of you are aligned on and will benefit from working through together.

References

The Fight Flight Freeze Response

The "fight or flight response" is our body's automatic and primitive, inborn response that prepares the body to "fight" or "flee" from perceived attack, harm or threat to our survival. Sometimes, though, we perceive threat or harm when in reality, things are totally fine. This video explains how FFF-responses work, what it does to our body and mind, and how to deal with it. Braive AS is a company run by mental health professionals on a mission to make sure people, worldwide, can learn about their own mental health and get access to personalized treatment programs that will help them overcome the challenges they are facing. For more information about Braive and our courses please visit our home page at https://braive.com/.

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