Your efforts increased the likelihood that we satisfy and delight our users. You showed the power of user testing in shaping a feature roadmap. “I would love to see you do more of X as it relates to Y”Įxample: "One of your most impactful moments was how you handled Project X. It showed that you are capable of getting people to work together and communicate effectively. It showed that you had…."Įxample: “I think you did a great job when you ran the all-hands meeting. “Something I really appreciate about you is."Įxample: “Something I really appreciate about you is your aptitude for problem-solving." 2. Use these examples as a framework, adjusting the language to what feels natural. It’s like when you get a present on a day that’s not your birthday – it’s extra special because it’s unexpected.” It’s valuable to get feedback (especially when it’s positive) at any time. Josh Sloan, a People Scientist & Data Lab Lead at Culture Amp, explains: “Feedback doesn’t have to be when you’re sitting down for a 1-on-1 meeting. The more often you provide reinforcing feedback to your direct reports or peers, the better. Reinforcing feedback can be given at any time. Examples of reinforcing employee feedback Now that we’ve explored the two types of feedback and how to balance them, let’s look at some feedback examples. That’s one of the reasons why participants in our employee effectiveness surveys can choose up to five strengths but only up to three areas of improvement. While this "sandwich" format isn’t strictly necessary to give effective feedback, we agree that focusing more on the positive can be helpful. You might be familiar with the old adage of the “feedback sandwich," in which you "sandwich" negative feedback between two pieces of positive pieces feedback. We recommend giving more reinforcing feedback than redirecting feedback. This kind of feedback is future-oriented and grounded in the belief that an employee can make tangible improvements as both an individual and a team member. Reinforcing feedback and redirecting feedback both qualify as forms of constructive feedback. Compare redirecting feedback to negative feedback, which only tells someone to stop doing something. This type of feedback is intended to correct, inspire, and motivate better behaviors. Redirecting feedback is given when we want someone to stop doing X and start doing Y (e.g., speaking up more at meetings).When we give this type of feedback, we verbally reinforce the positive effects of someone’s actions. Reinforcing feedback is given when we want someone to keep doing a certain positive behavior (e.g., being proactive about taking on new challenges).However, there's a different way to frame this spectrum of feedback: reinforcing and redirecting feedback. Positive feedback is usually associated with praise or congratulatory feedback, whereas negative feedback is generally associated with criticism. Types of employee feedbackĬommonly, people think of two types of employee feedback: "positive" and "negative" feedback. Below, we provide examples of the different types of employee feedback, how to ask for and learn from feedback, and things to keep in mind when giving feedback. Whether you're a manager or a fellow team member, giving feedback to others doesn’t need to be intimidating. In this blog, we'll share examples of employee feedback that you can use to guide yourself and your team toward a culture of continuous feedback. The typical annual performance review process doesn’t inspire self-confidence or a feeling of excitement, nor do they really drive employee development or growth.ĭon't you think it's time we changed that?Ī culture of feedback is only possible when we learn to give feedback in impromptu moments, not just during the formal performance review process. However, when we think about receiving feedback at work, the first thing that comes to mind is often not-so-happy memories of our last performance review. Employee feedback is any information given about a person’s actions or accomplishments at work, which is then used to guide future improvement. Ongoing employee feedback is critical to moving away from outdated performance reviews and towards driving employee development.
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