How to Give Constructive Feedback on Employee Evaluations
Constructive feedback is essential to an effective and efficient workplace. Managers must have the freedom to honestly and informatively present their employees with the necessary information on their evaluations to foster overall company improvement. Constructive feedback is an art that should be mastered by an employee before ever being considered for a managerial position, otherwise the entire company suffers as employees begin leaving the company due to feeling inadequately or inaccurately evaluated.
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Instructions
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Research all suspected issues well before bringing them up to employees. If there is a problem with a particular employee, it needs to be brought out; however, it must be brought out in a factual manner. Otherwise the employee may feel as though the manager is singling them out or is picking on them personally. To avoid this misunderstanding, give specific facts and instances instead of generalities.
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Present employees with practical, useful advice on how to fix the problems. If an employee's metrics are below expectation, offer them practical ways to improve them. Never give textbook or corporate manual advice in these instances. The advice should be customized to that particular employee's issue. Otherwise, a manager is simply presenting a problem without a viable solution.
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Avoid criticizing employees for the sake of criticism. Too often managers feel that they are not doing their job if they do not find at least one area to criticize for each employee. Quite simply put, if it is not broken, don't fix it. Do not attempt to critique an employee who is doing their job as expected, otherwise, they may leave the company having felt unappreciated.
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End the evaluation on an encouraging note. Always point out what the employee is doing well after mentioning areas for improvement and remind the employee that all problems can be corrected. This ensures the employee does not leave the evaluation with a bad feelings toward the manager or the company.
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