Have you ever heard the term “performance review” and immediately felt nervous? Relax, you are not alone, many employees and managers around the world feel the same way. One of the reasons we are nervous is because our brains often perceive performance appraisals as stressful sessions where we are given comments and criticism about work, or vice versa, we are the ones giving criticism to someone. Not infrequently, the process actually makes people feel hurt or irritated so that the feedback is not properly absorbed. Giving feedback is a skill, just like any other skill, it takes practice to do it well. In this article, we provide some tips on how to give and receive feedback effectively.
Giving feedback:
Specific and relevant. Don't just say "you need to improve performance", give specific examples of what needs to be improved. You can provide input with my template - cause - effect - suggestion. Example: I noticed that the way you work is not yet structured, as a result it becomes difficult for other divisions to manage the data, my suggestion is that you can use tool x to make your work easier.
Focus on behavior. Instead of saying "you're a lazy person," tell the behavior "you're often late for work."
Provide feedback constructively. Focus on things your colleagues can do to improve their performance.
Provide feedback in a timely manner. Don't wait once a year to provide feedback, provide it regularly so your colleagues can immediately implement the suggestions. If necessary, give the person a hint so they aren't surprised when they receive input.
Receive feedback:
Remember, feedback, even though it may feel uncomfortable, is actually a form of concern and an effort to make you improve.
Give your colleagues space to convey their points without interruption. Focus on understanding the content, not getting caught up in feelings.
Don't hesitate to ask for further explanation if there is a part that is unclear or ambiguous. Make sure you really understand the message.
Monitor your progress and see if the improvements you make lead to positive results.
Hopefully the tips above can change your perspective on feedback so that the session is no longer scary. Everyone must have received criticism and input throughout their life, so if there is empty land, don't use it as a shooting area, let's make it land for growth, okay?