A storm was brewing. She could feel it. Her grandmother, Aduni of blessed memory always said she had a sixth sense when it came to predicting the weather. The dark clouds, the flapping of the shutters, debris thrown into the air, twirling to the beat of the whistling wind. These were all telltale signs. Perhaps she was not clairvoyant after all; but merely observant. Standing across the window from the thirteenth floor, she looked across the empty carpark; lost in thought.
Late as it were, her day had just begun. She let out a deep sigh as she glanced at the heap of research papers on her desk she still had to work through. Shade Sunshine as she was fondly called by her colleagues was unusually melancholic today. She reflected on the presentation on Structured Bonds and Equities she had delivered to the Department this morning. Weeks spent with her unit in preparation for today and they had delivered what she thought was a great presentation. Her line manager’s remarks at the end were caustic. Heavy-laden with sarcasm directly intended to upset Sade and she must admit even if only to herself, she was disheartened.
Droplets of rain splashed on the window; slowly trickling down; leaving its trail on the tempered glass. Simultaneously, almost in sync with the weather, tears streamed down Sade’s cheeks. It started slowly like the rain and gradually, it built momentum. Lightning cracked and as if in competition with the storm outside, violent loud sobs racked her gaunt frame. The toxicity in her office finally got to her.
The rains fell.
Constructive feedback in the workplace is extremely important and is one of the best gifts managers can provide to their employees. Giving constructive feedback may seem like one of the most difficult tasks as a manager but it is important to give feedback as this is the only way your direct reports can learn and grow.
In today’s world, employee engagement has far broader and more significant challenges in the workplace. Employees are overwhelmed with too much work; managers are under pressure to build the right work environment; HR practitioners constantly try to design initiatives better suited to address employee wellbeing and work-life balance; and the business itself focusing heavily on its customers.
It may seem like a myriad of disparate deliverables intended at different audiences for specific outcomes. However, connecting the dots one begins to see and appreciate a common thread that can make or mar the efficacy of these deliverables. Effective Communication.
An assessment of employee attitudes towards positive and corrective feedback by Zegner and Folkman revealed that 52% of respondents preferred receiving corrective feedback*. As a leader, if you learn to give feedback effectively, you can avoid unnecessary drama, have insightful conversations around performance and how you can realise a better outcome.
So here are a few tips to make you give better feedback.
- Schedule one-on-one feedback sessions – No one wants to be poked at in front of others. This can undermine their confidence and would naturally put employees on the defensive.
- Tone and delivery – Show respect and stay objective. Start positive, be clear, citing practical examples.
- Don’t pick holes – Point out opportunities for growth and not faults.
- Don’t overdo it – Don’t keep harping on the same issue time and time again.
- Find a solution together – Two heads are better than one.
- Follow up by recognising achievements – Celebrate both the little and big wins.
Remember, it’s better to light a candle than curse the dark. Life is hard as it is already and reducing the toxicity in the workplace should be a key consideration as a leader. There are two ways of spreading light: to be the candle or the mirror that reflects it**. Enjoy the journey of leadership and life as you continue to be accepting of others as they are.
Be kind to one another.
*Harvard Business Review
**Edith Wharton