Effective communication is key in all paths of business, and an incredibly important part of this is constructive feedback. However, with business life being very busy, this can naturally fall to the bottom of the priority list.
Thankfully, more companies are realising the value it has to both their staff and their business. Here at Bright Direction, we’ve detailed why it’s so worthwhile, along with some proven successful methods of giving feedback.
How Can Constructive Feedback Improve Performance?
If your assessment of staff isn’t communicated to them, then they won’t truly know whether the work they’re carrying out is being done so in the correct manner. By discussing it, they will be aware of their performance and how they can improve.
In turn, this will allow them to feel much more confident in their work. The constructive feedback will provide them with resources to achieve goals set, as well as the belief that they can do so too. Such feedback helps employees to make the necessary changes to accelerate them towards accomplishing their targets.
How Does It Improve Performance?
Once constructive feedback has been provided, staff will have the power to reach their full potential. This will encourage productivity as they will recognise how to effectively reach goals, deal with any challenges and feel motivated at the same time.
Having the ability to complete their work to a better level will raise both individual and team morale as efficiency will be increased, and workplace stress reduced. Their morale will also be elevated as constructive feedback isn’t only associated with employee motivation, but satisfaction, career development and retention as well.
The assessment will prove valuable providing there’s a feedback loop created. The feedback should be part of a specific process, just like other aspects of your business. Without it, staff could become disheartened, especially if they have previously been told their performance wasn’t up to standard. Even if it’s positive, a lack of feedback could discourage them. Ideally, it will be an everyday part of your organisation culture.
