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1、Employee feedback demystified:a comprehensive guide for managersOfficevibe by GSoftOfficevibe|Employee feedback demystified2/21The modern workforce calls for frequent,forward-looking feedback from managers to employeesand vice versa.The word feedback itself evokes a reactionwhether its excitement,fe
2、ar,or a visceral rolling of the eyes,people have feelings about feedback.Great managers know that feedback is an essential element of ongoing development,improved employee performance,and agile teamwork.Yet,its one of the toughest things to get right.From making regular feedback in one-on-ones more
3、effective to having difficult conversations about perfor-mance,having effective feedback exchanges can be challenging for managers.Thats why weve created this comprehensive guide on employee feedback,with all the tips,examples,and best practices you need to make your feedback more impactful.Officevi
4、be|Employee feedback demystified3/21Whats in the guide:Why is employee feedback important?The state of employee feedback When&where to give employee feedback?What is good feedback?(with examples)5 principles of effective feedback delivery (with examples)Giving critical feedback with compassion (with
5、 examples)Building a feedback loop with employeesOfficevibe|Employee feedback demystified4/21Why is employee feedback important?In the development-oriented modern workforce,where people seek out dynamic roles that offer opportunities for continuous learning and growth,feedback is essential to employ
6、ee satisfaction.People want to feel challenged at work,and with a manager who is personally invested in their growth,theyre well set up to actualize their potential.Managers who offer regular feedback and employee recognition support a company culture of ongoing talent development.Team leaders have
7、the important(and slightly intimi-dating)role of giving your employees the feedback that will help them develop their expertise and work in more collaborative,agile ways.This is just one of the ways in which managers play an indispensable role in organiza-tional success.Just as important as giving e
8、mployee feedback,is get-ting employee feedbackand getting it on an ongoing basis.Not only does this help you improve in your role as a manager,it also creates a sense of security for your team to share how they really feel with you.Officevibe|Employee feedback demystified5/21Asking for feedback is a
9、 great start,but offering a dedi-cated channel for it shows just how serious you are.Officevibe creates a direct line of communication between employees and managers,with the option of anonymity.Why is anonymity important?Providing the option for anonymous feedback creates a safe space to broach dif
10、ficult topics,helps build trust,support,and authentic connections,and allows employees to ask questions with confidence.Officevibe|Employee feedback demystified28%of employees report that feedback is not frequent enough to help them understand how to improve.23%of employees are unsatis-fied with the
11、 frequency of feedback coming from their direct manager.The state of employee feedbackSo what are some employee pain points regarding feedback,and how can you help counter them?We took a look at Officevibes Pulse Survey data to find out.Feedback statisticsAccording to Officevibes Pulse Survey data17
12、%of employees feel that the feedback they get is not specific.Feedback scores in the bottom half of our 10 Metrics of Employee EngagementOfficevibe|Employee feedback demystified7/21While there are issues with both the quality of feed-back that employees are receiving and the frequency at which theyr
13、e receiving it,both need to be adjusted to make feedback truly effective.Great feedback doesnt do people much good if they only get it once a year at an annual performance review,and having a 15-minute feedback session daily wont help employees if theres no substance to them.This guide covers tactic
14、s,tips,and examples to help you finetune your feedback in timing and value,so stick around.Officevibe|Employee feedback demystified8/21When&where to give employee feedback?Feedback Frequency holds the 7th lowest score of Officevibes 26 Sub-Metrics of Employe Engagement,and 21%of employees say they a
15、re unsatisfied with the frequency at which they meet their manager for a feedback session.What does this tell us?Working on your timing is a good place to start.In the fast-paced workforce of today,employees dont want to wait until the end of the year(or even the end of the month)for feedback.Its im
16、portant for managers to establish ongoing conversations with employees,and create dedicated moments for delivering regular employee feedback.By setting aside a time and place for feedback,em-ployees and managers alike can feel prepareddare we say even excitedabout their exchanges.Use recurring one-o
17、n-one meetings for giving feedback,or set up de-dicated feedback sessions at an interval that works for each team member.Try Officevibe as a single source of truth to plan,track,and follow-up on every one-on-one.Officevibe|Employee feedback demystified9/21Timing tip:check in firstYou never know what
18、 people have going on or what headspace theyre in,so be sure to ask if its a good time before diving into your feedback.Checking in shows that you care,which should ultimately be the intention behind feedback in the first place(more on that next).What is good feed-back?Feedback can take many forms,a
19、nd the more comfor-table you get with giving it,the more you can adapt your approach based on your employees preferences and the relationships you have with them.The fol-lowing examples outline some high-level ideas of what feedback should look likeand what it should not look like.10/21Officevibe|Em
20、ployee feedback demystifiedGood feedback ISFuture-focusedExample:Next time,you can plan to do research ahead of time.Specific and clearExample:Your last workflow improved efficiency,can you use it again this time?Actionable and applicableExample:Since were working within a tight budget,lets be detai
21、l-oriented so were not compromising on quality.Ideas or thought-startersExample:The contrast of the colours might reduce the readability of the text.Intended to improveExample:Before you finalize,I have a few suggestions.11/21Officevibe|Employee feedback demystifiedGood feedback is NOTReviewing past
22、 workExample:It would have been more efficient to do your research first.Vague or generalExample:Whatever you did last time seemed to work,do that again next time.Impractical or irrelevantExample:If we had a bigger budget we could really refine the quality of this and make it ten times better.An opi
23、nion or critiqueExample:The colour palate is not really to my taste,and I prefer a serif font.Intended to prove a pointExample:To be totally clear,Im disappointed in the result.Officevibe|Employee feedback demystified12/21One of the most important elements here is the inten-tion behind feedback.Genu
24、ine feedback comes from a place of caring and altruism,and should be intended to help the receiver improve or develop,and not for the giver to simply have their voice heard.Officevibe|Employee feedback demystified13/215 principles of effective feedback deliveryWith the right intentions,a dedicated t
25、ime,and a safe space,theres only one thing left to prepare for:your de-livery.So,how do you ensure your feedback resonates?Here,we outline 5 key principles for giving effective employee feedback,with examples for each.1.Establish a common objectiveYou may know what your motivations are,but you want
26、to be sure to clearly communicate them to your team member and reach a consensus on the goal.Agreeing on the objective of the feedback sets clear expectations for both parties,and lays the groundwork for more mea-ningful conversations.Example:“In our last 1-on-1,we decided you would start pre-sentin
27、g your user research findings at the teams weekly meetings.Id love to share some feedback on your first presentation,to help you continue to refine your delivery.”Officevibe|Employee feedback demystified14/212.Own your observationsRemember that your feedback is subjective,and offer it as such.Using“
28、I”statements and taking ownership of your observations and perceptions shows self-aware-ness,and helps build trust.Example:“I noticed that you referred to your notes frequently during your presentation,and I felt that more eye contact would have increased my engagement with the information you were
29、sharing.”3.Focus on the futureBe forward-looking in your feedback,and connect it with their upcoming initiatives or the goals theyre working towards.If your feedback isnt actionable or relevant to their context,it wont be as impactful.Example:“Your messages to the team have been really clear lately
30、and I see that they bring a lot of value.Since in-ternal communications are a new part of your role,Id love to discuss how you can continue to leverage this strength as you grow in this area.”15/214.Be specific and give examplesVague or general statements are difficult to interpret,and without examp
31、les it can be hard to see how feed-back translates in our day-to-day.Avoid unquantifiable adjectives like“good”and“helpful”what makes their work or behaviour“good”or“helpful”?Example:“When you stepped in to help troubleshoot the email glitch last week even though you werent on the project,it helped
32、the team reach a solution faster.That kind of support really exemplifies our company values,and shows your commitment to the broader team goals.”5.Check for a common understandingAfter you give feedback,its important to check in with the recipient to make sure theyve understood and that youre on the
33、 same page.Have your employee explain back to you what theyve taken from the conversation.Example:“What do you think of that?How is this landing with you?Does my example make sense to you?Where do you see this applying in your day-to-day?What are your key takeaways from this conversation?”(maybe not
34、 all 5 at once,though).Officevibe|Employee feedback demystified16/21Giving critical feedback with compassionCritical feedback can be a hot-button issue:some camps argue that honesty is the best policy,yet an increasing amount of research shows that negative feedback is less effective than positive f
35、eedback and can even be detrimental to performance.While feed-back should primarily aim to build on strengths rather than scrutinize weaknesses,there are moments when sharing constructive criticism is necessary for your em-ployees growth,or the wellbeing of the team.When to give critical feedback So
36、meone is unaware of the way their behaviour is perceived by others.An employees actions are counterproductive to reaching team objectives.Someones behaviour is causing conflict between team members.Youve heard the same feedback regarding an employee from two or more sources.Officevibe|Employee feedb
37、ack demystified17/21When these moments arise,its important to have an honest conversation without trying to disguise the negative feedback as positive feedbackor worse,saying nothing.It all comes back to the intention behind the constructive feedback,and the way that its deli-vered.By the Radical Ca
38、ndor model,you want to care personally and challenge directly.Weve broken these concepts down for you:Care personallyConstructive feedback should come from a place of ge-nuine support.This is when foundations of trust will serve as a platform for honest and authentic conversations.Challenge directly
39、This doesnt mean being confrontational or aggressive.On the contrary,sharing your feedback directly shows that you respect the person enough to be candid with them.18/21Officevibe|Employee feedback demystifiedNegative feedback examplesHere are some examples of negative feedback framed in a construct
40、ive and direct way,delivered with compassion.“I reviewed your latest report,and there are elements to it that arent aligned with company guidelines.Lets go over them together to make adjustments.”“With the current drop in numbers,its an all-hands-on-deck situation and the team needs your support.I u
41、nderstand how much you have on your plate at the moment,what tasks can you set aside so you can join in on solving the issue?”“I really believed in this approach,but its clear that the results arent confirming our hypothesis.Maybe its time to dig a little deeper into whats not working,and apply thos
42、e learnings to construct a new plan.”19/21Officevibe|Employee feedback demystifiedTips for delivering critical feedbackThe best practices of delivering negative feedback are much the same as delivering any kind of feedback,but there are some additional things to keep in mind.Give yourself a buffer t
43、o regulate your own emotions and prepare.Ask a trusted colleague to be a sounding board if you feel uncertain.Discuss actions and behaviours,not personality traits.Focus on the outcome of actions,and assume positive intentions.Use clear language,avoid generalizations,and stay focused on the topic at
44、 hand.Be direct in your delivery;dont take a roundabout approach.Part of coaching your team members is challenging them in a way thats supportive and helps them grow.This is one of the incredible things about being a true leader,so keep your eyes on the main objective:develo-ping a happy,high-perfor
45、ming team.20/21Building a feedback loop with employeesIts important to have feedback sessions with employees on a regular basis to coach their development,but the tricky part can be what comes after.You want to see that your team members are putting your feedback into action,and continuing to build
46、on it after the conversation.Each time you set an action item in a one-on-one,make a habit of adding it as a talking point for your next meeting.This will help you ensure follow-up,and help employees see their own growth.Officevibe helps you hold one-on-ones that produce real outcomes,so you can kee
47、p the wheel of feedback turning.Not only that,you can track employee engagement on an ongoing basis and uncover insights from your team using an employee feedback survey.Making feedback a part of everyones day-to-day helps build a feedback culture on your team,so everyone feels heard and valued.Givi
48、ng feedback doesnt have to be frightening.When we begin to see it as the gift that it is,it helps build on our strengths and develop our skill sets.Make time for employee feedback,and approach these exchanges with care,empathy,and a commitment to bettering both your employees and yourself.Officevibe by GSoft