How to Train Managers and Coaches to Provide Productive Feedback
To help your employees develop their potential, train managers to provide productive feedback.?
Key takeaways
To provide productive feedback, managers need to do the following:
Learning how to provide productive feedback is critical, but challenging, for managers and leaders. Many shy away from providing negative feedback because they don't want to alienate employees. On the flip side, many aren't receptive to negative feedback because they don't want to dwell on flaws.?
To be effective, feedback must include positive and negative elements. There are always tasks people do well, and areas where they can grow and improve. Feedback shouldn't be classified as positive or negative. Instead, change your mindset and think about whether feedback is productive. This is critical to be a strong leader and communicator .
Productive feedback fosters growth and development. It helps your team meet their potential. This process starts at the top. To transform your organization and nurture employee development, train your managers to give productive feedback. These tips will help achieve that goal.?
1. Maintain a positive attitude
Managers' attitudes toward employees, your organization, and growth will influence how they deliver feedback. Positive attitudes generate effective feedback. When managers think positively about employees, they see their potential for growth and help them develop it.?
In contrast, when managers have negative attitudes, they’ll focus on pain points without identifying growth opportunities. Their attitudes toward the organization also impact their ability to provide productive feedback. You managers to embrace a growth mindset and believe growth is not just possible, but imperative.?
2. Help the person improve
Although employees shouldn't shy away from negative feedback, comments? should never be entirely pessimistic . They should provide employees with constructive criticism that outlines improvement. Mistakes should always provide learning opportunities.?
If a manager sees an employee not performing well, they should explain issues while providing specific for making improvements. Managers may need to pair feedback with further education or training.?
3. Provide specific details
Productive feedback must be specific . Your managers review positives about an employee's performance and where they see need for improvement. Vague feedback such as "you need to work harder" doesn't help an employee. Feedback should provide a specific course of action.?
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4. Verify feedback was understood
Encourage active listening by asking employees to verify what they’ve heard. Feedback should have give and take; you don't want excessively chatty managers and silent employees. When people feel they’re being talked at, they tune out. After providing feedback, your employees should be able to recount a discussed action plan.?
5. Show support
Employees are more inclined to make positive changes when they feel supported by management. Managers should deliver thoughtful feedback and follow up. They should engage an employee to discuss the improvement plan and offer assistance as needed.?
6. Provide timely feedback?
Productive, feedback is timely. If you're assessing something that happened six months ago, they've likely grown beyond that mistake. Don't save feedback for annual or biannual reviews; have your managers provide employees with consistent feedback.?
7. Stick to the facts and don't manipulate
When giving feedback, managers should be accurate and direct. If you dance around an issue to avoid hurting someone's feelings, you’ll often miss the point. While the intentions may be good, results will fall short of the mark.?
Additionally, when people aren't direct, they often become passive-aggressive. This can be manipulative. It doesn't encourage change in your employees and can create a lack of trust and increased disrespect.?
8. Be nonjudgmental and objective
Being factual ensures feedback provided is nonjudgmental and objective. Besides telling managers to be straightforward, help them develop appropriate attitudes. The more your managers understand others' actions, the more empathetic they will become.?
9. Be prepared
Managers should be prepared when they deliver employee feedback. They should prepare what they’ll say before the meeting ensures they stay on message and don't get derailed in the moment.?
The purpose of feedback is helping someone learn from their mistakes and develop their potential. If coaches and managers provide a specific, clear, genuine, nonjudgmental assessment, it will guide employees toward making necessary changes that will benefit your entire organization.??
MetaGrowth helps businesses optimize their sales teams. We also assist with recruiting, onboarding, and training. This requires the right approach to management and feedback.?
Ready to learn more? Then, let's start with a conversation. Contact us today. Let’s discuss how our extensive experience in coaching and team development can help your organization.?