Feedback That Matters: Making Every Word Count

Year-end reviews are around the corner. Guess what one of the most common complaints employees have about their leaders' feedback is?   It lacks specificity and actionable advice.

Don’t let your employees feel frustrated because the feedback is too vague like being told to "improve your performance" without clear examples of what needs to change or how to do it.

Be Specific - Provide clear, specific examples.

Be Constructive - Frame your feedback to focus on improvement.

Be Timely - Provide feedback as soon as possible after the event so the information is relevant and fresh, making it more actionable.

Be Balanced - Offer a mix of positive and constructive feedback to motivate and build trust.

Encourage Dialogue - Feedback should be a two-way conversation. Encourage the recipient to ask questions and share their perspective.

Follow-up - Check in with the recipient to see how they are progressing to show you are invested in their development and help reinforce the feedback.

Help your employees understand exactly what they need to work on and how they can achieve it. This makes the feedback more useful and motivating, ultimately leading to better performance and growth.