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How to give Performance Feedback to Employees

Source | LinkedIn | Shyam Nair | Lead Trainer | TTT (Train the Trainer) | Behavioral Training | CLDP | Learning Consultant

As a #Trainer, Manager or an #Entrepreneur it is your responsibility to help your employees with the feedback. As it helps them to optimize their performance and make a career growth. It is considered to be one of the effective and efficient ways which gives a hike to their productivity. It is a tactic which not only gives a result in favour of organization but for employee’s personal development as well.

In a proverb language #feedback is considered to be the breakfast of a champion. Feedback could be negative and positive both. The positive one builds a self confidence of an employee and keeps him motivated to achieve more targets whereas, the negative ones makes an employee aware of the obstacles which are working out to be a barrier in their path.

Every employee should learn how to handle the feedback optimistically. And every feedback provider should know how to give feedback appropriately so that it does not hurt the sentiments of an employee.

Let’s learn how we can give a feedback to employees:

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Provide frequent informal feedback: #Performance report is usually prepared once or twice a year or maybe in some organizations it is done quarterly, it should not be limited to that short period of time. You should offer the review more frequently. If the employee is a fresher then weekly review can help them more from growth’s perspective and if the employee is quite old in the organization then help them with monthly review. So instead of working on the parts where they lack after 6 months or 12 months they can work on them in their initial stage, this can definitely is a good way to increase productivity. Keeping a track of your employee’s performance constantly can add a good result.

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Be Particular: Be honest and specific with your employees. No one is perfect, and there will always be room for improvement. Be upfront and talk about the lack of performance in clear and specific words. Instead of telling “your performance is not good” try to make a point more by telling them what exactly is deficient.

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Positive feedback are also necessary: It is a good way to end conversation on a good note. After the negative feedback an employee might feel that he is not doing anything good for himself or for the organization so make sure that you do not forget to praise their hard work and their absolute contribution. Giving them a positive feedback in the end helps them to boost their performance. Giving repetitive negative feedback can degrade the outcome.

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