Approach To Give Constructive Feedback At Workplace Training Ppt

Slide 2

This slide highlights the meaning and objectives of constructive feedback at the workplace. Constructive feedback is a skill sought to bring out the best in an employee or to maximize the quality of specific output by giving valuable suggestions or comments. The primary objectives of constructive feedback are: To reap results faster, motivate employees, identify weaknesses for improvement, and give new perspectives to situations.

Slide 3

This slide represents the constructive criticism sandwich, which begins with positive feedback and praising the employee, followed by delivering the negative feedback. Later on, motivate the employee with positive feedback and make him/her feel comfortable.

Slide 4

This slide showcases the techniques to be followed while giving constructive feedback at the workplace which are: Set SMART goals, emotional intelligence is key, ground constructive criticism in behavior, make it a continuous process, and have a conversation.

Instructor’s Notes:

Following are the techniques for delivering constructive feedback at the workplace:

• Set SMART Goals: Generally, goals set at the project initiation will be referred to while giving the feedback. The SMART framework, which stands for Specific, Measurable, Achievable, Relevant, and Time-based, helps establish reference points while giving feedback. For example, while working on a marketing campaign, employees should know the kind of campaign, expected leads, duration, etc
• Emotional Intelligence is the Key: While delivering constructive feedback, having an emotionally stable state of mind is a must to achieve the desired outcome. The manager has to be aware of their own and the employee's emotions and how the feedback will impact the receiver's and team's productivity
• Ground Constructive Criticism in Behavior: Constructive feedback describes the specific behavior that needs to be changed. Personal attacks on the employee will make him defensive and should always be avoided. For example, instead of saying to an employee that you want them to be more of a "team player," just describe the specific behavior you expect from their end
• Make it a Continuous Process: Constructive feedback should be inculcated in everyday communication. It has several benefits, like greater employee engagement and productivity. Moreover, it facilitates an informal learning process for the employee
• Have a Conversation: Rather than just having a one-way conversation by criticizing an employee's work and giving suggestions for improvement, convert the whole thing into a conversation. Here, the manager should encourage equal participation and ask for employees' opinions on the feedback and their suggestions for an action plan

Slide 5

This slide lists constructive feedback best practices to be followed at the workplace which are: Don’t stick to annual performance reviews, ask for employees’ feedback too, act upon issues raised during feedback, foster peer-to-peer feedback, use 5:1 approach, and make feedback informal.

Instructor’s Notes:

Following are the constructive feedback best practices:

• Don’t Stick to Annual Performance Reviews: Employees won’t be able to amend their actions if they receive feedback after months. Avoid giving feedback only at the annual performance review, and give feedback more often 
• Ask for Employees’ Feedback Too: Giving feedback becomes easier if the manager continually seeks feedback from the employees too. Reinforce the culture of giving and taking feedback on a company-wide basis
• Act upon Issues Raised During Feedback: Giving and receiving feedback is only relevant if the manager acts upon the issues raised. Not doing so will make the employees think their feedback and growth are unimportant to the manager. Moreover, employees must also be given every opportunity and means to improve their work to enhance the performance to a new level
• Foster Peer-to-Peer feedback: Feedback should not be given only in a top-down manner, but peer-to-peer feedback should also be fostered in the organization. It will help employees feel empowered at work and collaborate and communicate better with each other
• Use the 5:1 Approach: It is essential that employees are applauded for their achievements and accomplishments more often than giving them only negative feedback. The optimal ratio of positive to negative feedback at the workplace is 5:1 
• Make Feedback Informal: Gen Y employees prefer informal feedback to formal reviews. It is unnecessary to schedule meetings every time to give feedback to the employees. However, feedback should be specific and goal-related even in an informal setup

Slide 6

This slide contains information about how to give constructive feedback to an unmotivated employee at the workplace.

Slide 7

This slide contains information about how to give constructive feedback to an employee who is not punctual.

Slide 8

This slide contains information about how to give constructive feedback to an employee who does not take initiative at the workplace.