Feedback is integral to an employee's growth. For an employee to improve, they need to know what’s working and what’s not. However, when an employee doesn’t get feedback healthily or constructively, they may be left feeling deflated and unmotivated.
To help, a panel of Forbes Human Resources Council members offers tips and tricks for setting up a healthy feedback process. They explain how HR professionals can strategically and efficiently give feedback to employees in a positive way, so they can grow and improve within their positions.
Forbes Human Resources Council members share their insights.
Photos courtesy of Forbes Human Resources Council members.1. Embrace Feedback As A Leader
Leaders who embrace feedback themselves gradually teach their people to release the fear that makes feedback unhealthy in the first place. We all live within constructs that ask us to be perceived as perfect, rather than one that encourages us to delight in growth. Leaders have the power to change that by modeling a consistent practice of giving and receiving feedback joyfully. - Angela Parker, Realized Worth
2. Act On The Feedback You Receive
Setting up a healthy feedback system requires building trust through action. Requesting feedback from employees or clients and not taking action on that data erodes confidence in the process. Communicating back to the participants about what you heard and what you plan to do about it is key. Next, you simply need to do what you said you were going to do and communicate progress to build confidence. - Dr. Timothy J. Giardino, BMC Software
3. Embed Feedback Into Your Culture
Give your employees multiple avenues to provide feedback outside of standard performance reviews and pulse surveys. When you make changes based on feedback from your employees, make sure you let them know. This will encourage them to continue to share it, as they can see for themselves that change is happening. - Kim Pope, WilsonHCG
4. Establish The Feedback Identity At The Start Of An Employee's Journey
You must have the feedback identity built from the start of the relationship by introducing an "entry survey" to ask and clarify expectations moving forward. I ask some of the following questions: What area(s) of your job are you most comfortable with? Least? What did you take away from the training? What did we miss? What can be deleted for the next time? - Greg Henderson, Whirks
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5. Offer A Balance Of Positive And Constructive Feedback
Train those giving feedback to center discussions around specific actions observed, balancing both positive and constructive feedback. Coach those receiving feedback to listen intently, not assume malintent and probe for opportunities to improve. Finally, foster an environment of trust and psychological safety to facilitate the flow of honest feedback in all directions. - Jennifer Rozon, McLean & Company
6. Have Planned, Intentional And Consistent Development Conversations
Plan intentional, consistent development conversations outside of workflow one-on-ones. Have meaningful discussions on progress and focus areas. At year-end, an employee will have full awareness of the annual performance summary due to courageous conversations and forward feedback. - Britton Bloch, Navy Federal
7. Create Feedback Culture Starting With A Foundation Built On Psychological Safety
Create a working environment where people can be their authentic selves, and all voices are elevated and respected. We can then begin to share feedback in a safe, direct and constructive manner. Managers can focus on giving and receiving feedback, supporting coaching and developing team members and themselves. - Maria Miletic, Blue Prism Software
8. Everybody Should Receive Regular Feedback
Healthy feedback should be given in all directions: manager to employee, employee to manager and peer to peer. It should also be ongoing, not a one-time event, and modeled by top management. There has to be training at all levels of the organization on how to give constructive feedback that focuses on behavior. Every meeting should have time set aside on the agenda for feedback. - Olga Sanchez, Innova Management Solutions
9. Manager And Employee Alignment
Ideally, you would like the person receiving feedback to also have their own self-reflection. Asking how they feel they are doing, or how things are going, helps make it less adverse, and more than likely it helps create a plan moving forward that will put the person at ease and able to make the changes necessary to be successful. - Heather Smith, Flimp Communications
10. Have Healthy, Open Dialogue
Now more than ever, it’s important to have a culture of feedback. Changing the paradigm to feedback is a gift that allows for healthy open dialogue and creates opportunities for the development of talent and the business. I recommend a Voice of the Employee program building in surveys along the journey and then a continuous open feedback loop to encourage innovation. - Christina Schmit, Renewal by Andersen | Esler Companies
11. Give Constructive Feedback Often
Don’t wait until a performance review to give feedback. During regular check-ins with your direct reports, discuss performance and expectations. Encourage team members to work on their weaknesses, while motivating them through positive reinforcement. Growth is key; managers should be transparent about ways to improve so that all employees can thrive. - Leigh Yanocha, Knopman Marks Financial Training
12. Create A Continuous Two-Way Feedback Loop With Candor, Care And Commitment
When you catch people doing things right, memorialize it in writing. When an employee needs help, be patient and actively join them in the journey to strength. Invite your team to share feedback with you on a continual basis. Your role is to ensure everyone becomes the best professional they can be, and that includes you. - Cat Colella-Graham, Employee Experience Leader, Consultant
13. Healthy Feedback Is Best Seen When Led By Example
I encourage organizations to ensure that leadership from the top-down is evaluated by their direct hires. Feedback is a two-way street and it's essential that an organization embraces constructive conversations that better the organization and the individual as a whole. - Nakisha Griffin, Neustar Security Services
14. Focus On Trust-Building Interactions
A genuine personal connection is a prerequisite if feedback is to be well-received. Leaders can build trust by taking time to learn about their employees (such as their life, work, history and goals), sharing stories and getting vulnerable about their own journey as a leader. - Niki Ramirez, HRAnswers.org
15. Be Willing To Receive And Use Employee Feedback
Setting up a healthy feedback process needs to include a way that lets those who are giving feedback know it was received, as well as what actions are taking place because of the feedback. That could mean that you get a lot of different pieces of feedback but are only able to act on a few at a time. Be clear and transparent with the process. If they think nothing is being done, they will stop giving it. - Amy Casciotti, TechSmith Corporation
