Feedback is essential for growth and improvement in any workplace, yet delivering it effectively can be challenging. Many small business owners and managers struggle with giving feedback that truly resonates with their teams. In this post, we’ll discuss five common feedback failures and offer practical tips on how to avoid them, ensuring your feedback drives the desired impact without unnecessary conflict or confusion. Listen now
When feedback is rushed, it often leaves the employee feeling confused or unsupported. Managers may hurriedly deliver feedback to “get it over with,” but this approach denies employees the chance to ask questions, seek clarification, and fully understand the feedback provided.
How to Avoid This: Take a few moments to prepare your thoughts. Plan for a time when both you and the employee can engage in an uninterrupted conversation. Approach the meeting calmly, with ample opportunity for the employee to engage, ask questions, and digest the feedback.
Waiting too long to provide feedback, particularly for recurring issues, diminishes its relevance and effectiveness. For example, if someone regularly arrives late, addressing it weeks after the behaviour begins reduces the opportunity for timely improvement.
How to Avoid This: Give feedback close to the behaviour or incident. Addressing issues promptly helps ensure the feedback feels timely, fair, and relevant, making it more likely to drive change.
Feedback can be a sensitive topic, and it’s easy to become emotional, especially when dealing with persistent challenges. However, when emotions take over, the message can come across as accusatory or personal, undermining the intended constructive impact.
How to Avoid This: Before giving feedback, take a moment to check in with your emotions. Avoid discussing sensitive issues when frustrated or angry, and focus on the behaviour, not the person. Use factual language that directs attention to the issue at hand rather than personal characteristics.
Feedback should be relevant to the employee’s role and performance. Managers should ensure they fully understand the situation before giving feedback. Delivering feedback based on assumptions or irrelevant issues can confuse employees, making them feel unappreciated or misunderstood.
How to Avoid This: Double-check your facts before discussing a performance concern. If necessary, consider any factors outside the employee’s control that may have influenced their actions, such as unclear expectations or limited resources. Provide constructive feedback that aligns with your business goals and the employee’s specific responsibilities.
Feedback without actionable advice or support is ineffective. For instance, if an employee lacks the training, tools, or resources to improve their performance, they won’t be able to make the desired changes. It’s essential to follow up on feedback and ensure the employee has what they need to succeed.
How to Avoid This: Frame feedback with specific suggestions and resources to help employees achieve the expected results. Make time for follow-ups to check on progress, address any additional questions, and provide further support as needed. Effective feedback isn’t a one-time conversation but a continual support process.
To keep feedback effective and impactful, remember these six “F” words:
Giving feedback can be difficult, but avoiding these common pitfalls helps ensure your message is constructive, supportive, and effective. By making feedback part of regular communication and avoiding the emotional traps, you can foster a culture of growth and improvement in your business.
Find practical tips for managing people on our blog and – for those who prefer to listen – the Work Wonders podcast.
