Why is it important for you as a manager to provide feedback to your employees? There are many benefits to actively working with feedback. Everyone wants to feel seen, heard, and know whether they are doing something well or need improvement in order to have the opportunity to grow and develop.
Boosts your employees' motivation
It is extremely important for you as a manager to set aside time to provide feedback to your employees, as it has a direct impact on their job satisfaction and engagement. By regularly offering constructive feedback, you create a work environment where employees feel seen and appreciated. This leads to increased motivation, better performance, and a stronger sense of teamwork. Investing time in giving feedback is not just a supportive measure—it’s key to building long-term relationships and fostering a culture of open communication and continuous development.
Contributes to better results and stronger team cohesion
For most employees, clear and regular feedback from their manager is one of the most crucial factors for both motivation and personal development. Receiving concrete feedback on their work not only gives a sense of appreciation but also helps identify areas for improvement and achieve personal goals. It creates an open dialogue and contributes to a more productive and enjoyable work environment, where employees feel both seen and supported in their efforts. Giving feedback demonstrates that you care.
How to become skilled at giving feedback
When feedback is delivered in a constructive and thoughtful manner, whether it’s positive or more critical, it can serve as a powerful motivator and inspiration for the employee. Properly phrased feedback helps the individual recognize their strengths and areas for development, guiding them on how to grow and improve in their role.
A few points to keep in mind when giving feedback
Be specific – Provide clear and concrete feedback. For example, instead of saying, “You’re too passive,” say, “Please share your opinions at least once per meeting.”
Give feedback on things the recipient can influence – Avoid giving feedback on matters beyond the recipient’s control, as this can create frustration.
Balance positive and negative feedback – To ensure the recipient remains open to the feedback, provide a mix of positive, negative, and corrective feedback. While negative feedback can be valuable, it’s beneficial if the majority of feedback is positive. Always follow negative feedback with a solution.
Allow space for dialogue – Let the recipient reflect, ask questions, and respond to the feedback for an open and constructive discussion.
Time your feedback – Provide feedback as close to the event as possible to increase its relevance and impact.
