Feedback is an essential aspect of any workplace. Though it can sometimes be daunting, it allows employees to understand their strengths, and capabilities, as well as areas for improvement. It also helps managers identify issues and make informed decisions about the direction of company projects and initiatives. However, for feedback at work to truly be effective, it must be intentional and done thoughtfully and constructively.

What are the benefits of providing and receiving feedback at work?

1. Promotes open communication: Intentional feedback helps create a company culture of open communication and trust within the workplace. When employees feel comfortable sharing their ideas and concerns, they are more likely to be engaged and motivated to do their best work. This can also prevent situations or tensions from escalating. Feedback allows you to get ahead of potential problems before they happen.

2. Allows for continuous improvement and employee engagement: By providing employees with regular and specific feedback, managers can help them to identify areas for growth and development. This can lead to increased productivity, higher job satisfaction, and ultimately, better results for the company. According to an Officevibe survey, “43% of highly engaged employees receive feedback at least once a week, compared to only 18% of employees with low engagement”.

3. Improved employee performance: When people are continuously and openly receiving feedback at work, they can improve both as individuals and employees. Feedback may be related to hard and soft skills, and thus transfer to improvements beyond the workplace. If done correctly, feedback is a great mechanism to enhance workplace talent so employees are more efficient, competent, and confident in their roles.

At Jarvis, we ensure continuous feedback is shared between employees and managers through weekly one-on-one meetings. These touch points are key to discussing wins, current roadblocks, where support is needed, and how improvements can be made.

What type of feedback should you provide to employees?

It is important to remember that intentional feedback does not have to be overwhelmingly positive feedback. Managers should recognize the value of sharing constructive feedback with their employees, as long as it is delivered appropriately. “According to research published in Harvard Business Review, 72% of people interviewed felt their performance would improve if they receive corrective feedback. Further, 92% agreed that “if delivered appropriately, negative feedback is effective in improving performance.” Employees can use intentional feedback at work to drive change and positive growth in their careers. It also helps to build stronger relationships between employees and managers, as it allows for a mutual understanding of expectations and goals. Both positive and negative (or rather, constructive) feedback are important.

Considerations when providing feedback in the workplace

It’s important to note that feedback must be given in the right way to be effective. Negative feedback, if not given constructively and thoughtfully, can be demotivating and discouraging for employees. On the other hand, positive feedback, if not specific and actionable, can be seen as insincere or not helpful. Thus, it's crucial for managers to take the time to consider how they will deliver feedback and to make sure that it is clear, specific, and actionable.

Conclusion

Intentional feedback is an essential component of any workplace. It helps create a culture of open communication, can build stronger relationships among colleagues, and drives continuous professional and personal improvement. By providing regular and specific feedback that is clear, constructive, and actionable, managers can help employees to understand their strengths and weaknesses and work towards achieving their goals.