As a recruiter I am passionate about feedback. It is vital in our industry. In order for people to grow in their job hunt, having feedback at all stages is crucial.
During the search for a new role you will need feedback on at least these areas:
– Cover Letter
– Interview performance
– Interview presentation
The feedback may not always be positive, but it should be constructive. Sometimes feedback that may be hard to digest could be news you need to hear to make the next interview a success.
Having feedback should be a constant in your career and as an employer, your team should rely on you to support them, by having a framework in place that offers feedback in order to grow.
The Importance of Feedback
For a business to succeed, positive and negative feedback is essential. As a Manager, it is a key skill to be able to deliver constructive feedback in a way that will enhance your team and develop your staff on an individual level.
If you only feedback on negative performance, odds are you are stifling your team.
If you feedback more on the bad than the good, odds are you are demotivating your team.
It is a balance you need to work hard to achieve.
As a management tool, feedback can be an excellent motivator. You can use it to discuss work, highlighting what has gone well and what areas need some additional work or attention.
Getting Feedback Wrong
Constructive feedback is great, critical feedback is poor. Using feedback to make someone feel bad will not foster a culture of success.
Think about the time and place when you choose to deliver feedback. Praising someone publicly for work well done can be empowering, scrutinising someone’s ability in a public forum can be destroying.
Addressing areas for development should always be done privately and concluded with positive action in place.
Like cough syrup, feedback may not taste nice, but it should get you better.
When to Feedback
Feedback should not be left lingering, you are not building a case against someone. You should feedback as and when needed. Sometimes waiting until an appraisal or weekly meeting can put something casual into a more formal environment; which may mean it doesn’t come across as intended.
Giving on the spot feedback highlights that you are in touch with your team and daily activities.
Remember to Praise
We are all guilty of forgetting to recognise the good. This week, my young daughter fixed her own packed lunch for the first time. She remembered a drink, fruit, made a sandwich and added a treat. When I entered the kitchen to her proud face I saw breadcrumbs, smears of jam, kitchen towels everywhere and a mess that amazed me.
The temptation to recognise her skill of lunch making but to follow up with a lesson on cleanliness was strong. I resisted and instead she just got a large pat on the back; it was her first time, she couldn’t be expected to be perfect.
Sometimes we praise and critique instantly afterwards, leaving a negative last thought. Consider what you expect in a situation, what you see as development and reward appropriately.
Just don’t forget to see the good – because we all need to hear it!