Through constructive feedback, an employee can receive advice to reverse a less than ideal result and improve.
This feedback should be corrective and not critical. A good way to deliver it is by asking ourselves if, by giving that feedback, we are acting in the best interest of the person and how we would feel if we received a similar comment.
Here are some constructive feedback examples on various aspects of daily work, which will undoubtedly inspire you to make your own constructive arguments.
We are human and we make mistakes, but the important thing is to get experiences from them to avoid them in the future. Talking about it can give the employee an encouraging point of view and help them make amends.
“You may not have made the right decision regarding the project, but I understand that you were acting in the best interest of the company. Although we had to dedicate valuable time to correct it, I am sure that in the future you will pay more attention to these details”.
“A mistake can be made by even the most experienced, and you are truly one of the most valuable members of the team. For the next project, we are going to draw up a more detailed checklist and check more often how everything is going”.
Meet remote developers screened by experts and hire 6x faster
Reach those candidates you can't reach. Know their technical skills beforehand. Focus only on the cultural fit with your team.
Avoiding toxic attitudes
Toxicity in the workplace causes demotivation and low morale, so those attitudes must change for the positive.
“I have noticed that you are not so happy at work as you used to be. What's going on, and how can I help you feel comfortable again? "
“I prefer that when you have a problem with teamwork you discuss it with me first. If the relationship with the rest of the employees turns negative, it would affect everyone's productivity and, as you will understand, that is not beneficial for the company ”.
On late arrivals and absenteeism
If a worker is often late or absent, it means that they arehaving trouble balancing their personal life with their work. This problem probably already embarrasses them, so the best thing to do is to see if we can help solve it.
“I have noticed that you were late for information meetings last week, and I am worried that you are missing details that affect your productivity. We are going to go over your tasks for the day, and see how we can better organize the time so you can attend on time again ”.
On time management and deadlines
When there is disorganization and employees set unrealistic goals, there are time management problems that need to be fixed. Far from nagging, it is better to approach the conversation as an opportunity for growth.
“I have noticed that you have not been able to meet the deadline in the task for a second time. I understand that this is a team where the pace is fast: we are going to find a strategy together so that you can better manage your time ”.
“We are a little behind in the work schedule, so let's review the time we are dedicating to each objective. We will find a way to work more efficiently ”.
On emotional intelligence
IQ does not have to correspond to emotional, and there are times when employees are rude toward their peers.
“I have noticed that you have been sarcastic in the last meeting and that has made your colleagues feel bad. For the good of the team, you need to be more careful in the future with that. ”.
“I understand that you feel frustrated because your idea did not receive the support you expected, but it is necessary that you listen to the point of view of others and do not abandon a constructive discussion. Do you think we can find a way to prevent this from happening again? ".
Talking about others
It is bad for an employee to criticize others in a rude or authoritarian way, but it may be that behind their words they are demonstrating their experience or leadership skills. To moderate the tone, you can talk to them in a constructive way.
“I'm glad to see that you are committed and enthusiastic about the project, but your colleagues also need to present their ideas. Thus, we can all benefit from your experience to decide which is the best way forward ”.
“I would like you to not focus so much on dismantling the ideas of your colleagues and let them express themselves until the end. Keep in mind that for you to develop your leadership skills you need to use all the talents on your team appropriately".
To avoid office gossip
In the office, a little gossip can take on biblical proportions and forever poison the work atmosphere. Privately but directly, tell the propagator that these behavioris not tolerated in your company.
“Regarding the rumors that have spread, I understand your concern but I need you to come directly to me when you have any doubts. I value your trust and discretion, so I will try to clarify them ”.
“I understand that you do not feel comfortable when there is no answer to your questions, but transferring your concerns to the rest of the team is bad for morale. From now on, if you have an opinion, it is better that you express it to me in private”.
To improve communication
As a manager, dealing with a work team full of questions and communicating every obstacle along the way can be challenging. Therefore, you must set clear expectations and receive the necessary updates.
“It helped me a lot that this week that I was kept abreast of the progress of the project and was able to handle some of the obstacles that arose by myself. This shows efficiency and I hope that in the future communication will be more fluid between us ”.
“It would be helpful for me to receive updates on the progress of the project on a daily basis. So if a problem arises like yesterday, we can find a solution together before things get out of control".
When a worker cannot solve a problem on their own
If a worker trained to make a decision does not take the initiative and wait for orders from their superiors, the work of the entire team is affected. Instead of scolding them, it is better to show that they have your confidence so that they will be braver next time.
“You are very capable in your work and you always act with wisdom and caution, but it was not necessary to delay the task until you had my approval. I'm sure you would have made the right decision and saved us time, so in the future I leave it up to you ”.
"I am glad that you have consulted me on the subject, but I am sure that if you had thought about it a little more you would have reached the same conclusion. Your position has a great responsibility, but we assigned you to it because we are sure that you will make the right decision on every occasion”.
When a goal is not met
Good employees feel bad enough when a task is not accomplished, so it's best to encourage them and acknowledge hard work. Then, use that bad experience to set more realistic goals for the future.
“Well, the effort is there and I have seen it. For the next time, it is better that we take on fewer tasks or set less ambitious goals ”.
“I cannot deny it: you have made a great effort to fulfill many tasks this month and you have taken solid steps in that direction. Don't be discouraged if you couldn't complete them: instead of getting discouraged, let's think together how to set more achievable goals".
When productivity drops
If you notice that a worker is not performing as well as before, they may be facing a personal problem or no longer feel motivated at work. It is important to know what is happening and act accordingly.
“I couldn't help noticing that your productivity has decreased in the last few weeks. That, in such an efficient and capable worker as you, is a problem for the company. Are you having trouble meeting your responsibilities? How can we reverse this situation? ".