How to provide feedback to your employees

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And how does this impact the customer service team? No matter what type of business you have, from web agencies to industries, it is essential to provide feedback to your employees.  Name Email Giving feedback is important so your employees know how they are doing and what you expect from them. This is part of supporting your team’s learning and development. However, what many people don't know is that this must happen regularly and continuously – not just when performance reviews take place. So, as a manager or team leader, how can you best approach the type of constructive feedback that addresses issues or deficiencies that the team needs to improve? In this article, we'll give you some tips on how to provide feedback to employees and we'll also talk about how it can impact your customer service team. Check out! What is employee feedback? When exceptional feedback is given, employees' strengths are celebrated and opportunities to learn and grow are identified. We often hear that few employees are “engaged”, enthusiastic about their work and contributing to their organizations in a positive way. Teams that use this feedback to set development goals, make feedback a consistent habit, and request different forms of feedback see more positive results. Tips for giving feedback to employees Check out our tips on employee feedback and how to make the most of this versatile and effective tool below.

Be specific and problem-focused An important part of telling Colombia Mobile Number List an employee what they could do better is telling them why. For example, starting a conversation with “You need to get to work early” assumes the employee knows why punctuality is so important. Instead, be clear about the real issue at hand – which in this case might be what customers are expecting – and structure your feedback around that. The employee may not have all the history or context about an issue. So, if necessary, give them a sense of how the issue affects you and the rest of the company. The more specific you can make your feedback, the more actionable it will be. 2. Talk about the situation, not the individual Constructive feedback is, by nature, focused on results and unbiased observations – not the employee's personal attributes. Individual-centered feedback could be taken as an attack motivated by personal feelings rather than objective facts. By discussing the situation itself rather than your personal opinion about it, you are showing that you are more concerned with resolving the issue at hand rather than criticizing the employee's own personality.



Give praise where it is due Giving positive feedback to employees is essential – and recognizing the positives among the negatives can be a good way to reassure them that you haven't lost perspective. For example, “I think you did a great job with this account – sales are up 13% since last quarter. But some customers have told us that response times have increased.” This tells the employee that you are not criticizing their overall performance; just that certain aspects of your work need attention. Just be careful not to overemphasize the positive aspects, as this can make you appear insecure or insincere. 4. Be direct but informal Try not to use technology such as email, text or telephone to convey your feedback, as this can lead to misinterpretation and make it seem less important than it really is. It's best to speak in person, finding a quiet space where you can have an honest, informal conversation with the employee. If this is not possible, a phone or video chat may be more suitable if you communicate regularly. Although you want to be informal, it's best not to beat around the bush – any type of feedback is most effective when you get straight to the point. 5. Be sincere If your tone and manner don't match the context of the feedback itself, you could send a confusing message that confuses your employee. If the feedback is positive, let your emotions also indicate that you appreciate their efforts.