Giving feedback to employees is critical for improvement to occur, but effective feedback involves avoiding these four pitfalls.
1. Avoiding all feedback Together or waiting Too long to Give it.
Research has demonstrated that feedback that follows immediately after the action will have the biggest impact on the behavior. Immediate negative feedback will weaken unwanted behavior and immediate positive feedback will strengthen behavior. But don't let not being able to give immediate feedback keep you from giving it at all. Later is still better than not-at-all!
2. Over-or Under-Boarding Boarding.
Have you ever seen a manager call someone up in front of a group for some success and go on-and-on about the success, totally embarrassing the recipient of the praise? That is what we call "over-boarding" and it should be avoided because the praise actually becomes punishing and has an effect opposite of that which is desired. On the other hand, failing to provide enough feedback for significant success can lead to reduced motivation in the future. For example, you just saved the company $ 2 million and the boss, in private says, "Hey, thanks." Make it appropriate to the level of success.
3. blaming The employee for A Failure.
Blame rarely fixes anything; it usually only de-motivates. Focus on finding the real reason for a failure and fix that. Blame may be quick and satisfying, but it is not effective.
4. Punishing in Public.
No One Likes being "Made an example of" or humiliated in Front of their peers. Such humiliation Leads to "Even getting" and Employees Can be very creative when getting like Work ... Even Slow-Down, fake Injury, Bad-mouthing. The boss Behind his back, or talking Bad About The Company to potential customers. Negative feedback should always be given in Private. There are instances when A Witness Will be Present, but The Witness should Not be A coworker of The Receiving The person feedback.