Why is constructive feedback useful

A study by Officevibe shows that 4 in 10 workers are actively disengaged when they receive little or no feedback. The research also highlighted how important it is for employees to receive regular feedback. Even if they don't vocalise it, employees crave feedback. And with the ambitious and growth-driven younger generations of Millennials and Gen Y now making up a significant proportion of the workforce, feedback is only going to become more focal for companies.

Peer to peer feedback opens up the communication channels between employees. This can be particularly useful if there is conflict or tension between colleagues. Giving feedback is an opportunity to get things out in the open so that issues can be resolved and they can find ways to work together better. Moreover, regular feedback can prevent conflict from happening in the first place.

Small issues can be resolved before they have a chance to escalate into something bigger. Rather, organisations need a healthy, open culture where people give and receive feedback on a regular and fluid basis. Emily Marsh November 13 Facebook Twitter. Featured Why feedback is important in the workplace.

Here we discuss four reasons why feedback is important. Depending on the severity, perhaps it can wait until your weekly meeting to broach the subject. However, if the incident was more severe, address it as soon as possible. Make sure you are properly prepared beforehand so you can provide solid, actionable feedback. Productive feedback means giving it frequently. Picking the right time and place is essential in providing feedback to your employee. How serious is the matter?

Do you need to schedule a formal meeting to discuss the issue or can you have an informal chat in the tearoom? No one likes receiving vague feedback. For example telling an employee he has lousy people skills is neither constructive nor effective.

Make sure you prepare some specific examples of the behavior or incident you observed. By providing clear suggestions as to how the employee could do things differently will help foster a positive relationship with the employee for the future.

This kind of language puts people on the defensive. So, as a manager or team leader, how can you best approach the kind of constructive feedback that deals with issues or shortcomings staff need to improve on?

We asked David Jones, Senior Managing Director at Robert Half for his insights — here are seven principles for giving valuable constructive feedback. Ultimately, the best kind of constructive feedback focuses on behaviour or situations, not people and personalities. Great constructive feedback helps employees recognise and avoid their mistakes and inspires them to achieve their potential. Be it positive or negative, providing staff with ongoing feedback is one of the most important and powerful employee development tools at your disposal.