Employees can help their leaders to improve the talent development process by educating them on how to give appropriate constructive feedback regularly. This is as a result of the fact that, employees’ managers or leaders are in the most excellent position to influence and develop talent or close it down. Through constructive feedback, leaders can give employees wonderful reasons to be employed, stay motivated, work effectively, and develop their skills.

Some of the worthiest feedbacks are given in the moment and on routine, daily behaviors. Hence, when constructive feedback is given regularly and well, leaders create and strengthen trust. And the more rapport leaders can establish, the more easily subordinates will receive and act on future feedback, thereby building a pattern of learning and growth. Therefore, these articles present the most appropriate ways to give constructive feedback in a workplace in order to enhance talent development.

How to Give Constructive Feedback

Constructive feedback can be delivered via these three proven steps to decrease the anxiety of giving feedback as well as lower the defensiveness of the recipient. It is a procedure that may appear too formal from the beginning, however, once leaders put them into consistent practice, they discover its’ usefulness.

Situation

Constructive feedback must be free from generalization. Therefore, leaders must ensure to describe the specific or exact situation in which the action happened. For instance, Monday of last week training at 10 a.m. Keep away from generalities like one of the teams’ meetings last week, as they can bring about a lot of confusion.

Behavior

Portray the real observable behavior being discussed. Do not introduce or bring in personal opinion or judgments, ensure to always maintain the fact. For example, John interrupted me while I was presenting the yearly budget to the team, instead of he was rude.

Impact

Report the consequences or results of the behavior. If the effect was positive, words like happy will assist to emphasize the success of the behavior. For instance, I was impressed with the way you managed that dispute without being asked. However, if the effect of the employee’s behavior was negative and require to be put to an end, leaders can utilize words like “troubled”. For example, I felt disappointed when you interrupted me because it shattered my train of thought because you’re reporting the incident that occurred and elaborating your sincere feelings not executing judgment. Thus, the employee is more likely to pay attention and learn.

In a nutshell, it is essential for leaders to know that giving constructive feedback consistently is more effective than reserving them all for the performance review. This is because giving constructive feedback regularly can:

• Make employees desist from behavior that lowers their impact.
• Encourage them to continue a behavior that grows their effectiveness in the job.
• Bring about more commitment to the organization.