Employee engagement is largely determined by the feedback of leaders and managers within a company. According to reports, up to 74% of workers often leave feedback meetings with their managers feeling unsure about what their leaders actually think about their performance. When this is the case, it can be very hard for employees to understand the areas they need to improve on or what they are doing right in their role, leading to a decrease in employee morale and motivation. Therefore, it is important that the employee feedback phrases you provide your employees are clear, constructive and helpful.
It is also important that companies move away from the traditional model of giving employees feedback once a year. This model of communication is no longer satisfactory for ensuring that employee productivity and engagement stays at a high-performance level. Rather, continuous feedback loops are the way forward.
By keeping a strong and clear communication line with your employees and regularly having touch points in terms of their performance, you can be sure that both company objectives are met but also that your employees get the guidance they need in their roles.
However, there are many leaders and front-line managers that fear and dread the process of giving employee feedback. If you are restricted by deadlines then feedback is often rushed and doesn’t give a clear indication to employees as to how they are performing.
For other leaders, they simply aren’t confident in the best way to provide others with feedback. Yet, it is important as a leader that you get it right. If you struggle with providing feedback during a continuous feedback session, there are a number of guidelines that you should follow.
Make sure that any employee feedback you give is task-focused and crystal clear. Many leaders often fall into the trap of providing generic feedback phrases such as “Your work needs to be improved.” Employee feedback phrases like this can leave employees feeling confused. Be very specific in your feedback thoughts and give them a clear indication of where their successes and failures are. Feedback should also feel personal and therefore, you should always make the effort to provide it in person.
It is also important to address any issues as soon as they happen. This is another reason why once a year touchpoints with employees are not ideal. If you nip a problem in the bud immediately, it will mean that an employee can avoid making the same mistake again.
Finally, make sure that you never let employees leave a continuous feedback session on a negative note. When giving constructive feedback, make sure to address any comments in terms of shortcomings or areas of improvement early in the meeting and end on a note of encouragement. This will boost employee morale and help them to work towards making personal and performance improvements in their role.
Giving employee feedback doesn’t have to be a complicated experience. If you struggle with crafting the right feedback phrases as part of employee performance evaluation, these top effective phrases listed below can help get you started.
Giving feedback on an employee’s achievements is always the easiest kind of feedback to give. Yet, it is important to remember to be as clear as possible when acknowledging their successes. Use feedback phrases such as the following:
Providing positive feedback that is specific and to the point will reinforce the positive effects that an employee’s actions can have. Let them know exactly where their achievements lie and the positive behaviours that you appreciate. This will ensure that they continue to perform in this way.
Leaders and managers need to be able to comment on an employee’s communication skills. The communication skills that an employee has play a big part in their performance both internally and with clients or customers. Whether positive or negative, there are a number of feedback phrases that you can use:
Productivity is another area that leaders may feel uncomfortable discussing in a one-on-one session. However, as part of continuous feedback, it is vital that this is openly talked about. As the performance levels of employees drive the success of your business, you need to be constructive in your feedback.
Keep in mind that if employees performance levels have dropped, it could be due to personal reasons so make sure not to berate them. Rather, understand where their motivation lies and what you can do to help. Use feedback phrases such as the following:
Providing your employees with comments and feedback doesn’t have to be intimidating or complicated. When done on a regular basis, continuous feedback becomes second nature for many managers. It is important to make time to connect with your employees and provide feedback that is beneficial and constructive.
Worried that you won’t have the time resources to do this? That is where Sprigg’s online performance management solution can help. Our software solution provides you with easy to use feedback templates and all from the one platform. This means that you can communicate feedback easily with your team and on a continuous basis.
Want to know how it works? Get in touch with our experts at Sprigg today and request a free demo!