Feedback on management team
Feedback is one of the most important tools for the team manager. From good feedback, a culture of communication is created in the company, which is very beneficial and can be decisive in the success of the organization.
Feedback is nothing more than the manager’s communication with the team, aiming to align the employee’s work with what is expected of him. It serves to improve both the team and the manager, as it points out ways that can directly reflect on results.
Key benefits of feedback
The great advantage of assertive feedback is the demonstration to the employee that his work is being monitored by the management team. This helps employees to align both their attitudes and expectations, directly reflecting on how they perform their tasks.
Feedback also demonstrates team evaluation. From it, the employee will know where he needs to maintain his efforts and where he can improve, contributing significantly to his personal and professional growth.
Another important benefit of assertive feedback is the strengthening of the relationship between the team and leadership. The feedback demonstrates the management’s concern with the conditions for carrying out the activities, generating a very strong relationship of trust between those involved. The transparency generated in this process is also very beneficial.
This communication can happen in different ways and with different objectives, but it is divided into two main branches:
positive feedback
Those who believe that positive feedback is the same as praise are wrong. In fact, it is a communication to the employee that his effort is being noticed by the company. By validating the employee’s efforts to improve, he will feel valued, and will tend to repeat good behavior more and more correctly.
It is the type of feedback most awaited by employees, and it demonstrates recognition of the team’s efforts to overcome a problem or improve its results.
Negative feedback
Also called constructive feedback, it has the main objective of seeking solutions, instead of pointing out blame. It should be taken in a tone of encouragement and motivation, demonstrating that the company recognizes that the employee can improve on that specific point. Despite being more difficult, it is extremely important so that the employee does not repeat the mistake, thinking that he is doing the right thing.
Negative feedback also prevents the employee’s inefficient or misguided behavior from become into more serious problems in the future.
Essential aspects of effective feedback
Preparation: Before giving feedback, keep in mind which points the conversation should focus on, even if it is an informal conversation. But preparation doesn’t mean you should miss an opportunity to provide feedback. Quite the contrary: knowing how to identify the right moment to make this communication can have great results.
Communication: for feedback to have good results, it is indispensable that the entire team has an open communication channel. This builds confidence for the employee to understand feedback not just as criticism or praise, but to really see it as a way of personal and professional improvement. This communicative aspect also means that the manager needs to listen carefully to what the employee has to say, in order to improve the conditions for the good behaviors to be repeated and the bad ones to be eliminated.
Honesty: One of the most indispensable aspects of feedback, honesty makes the employee feel engaged in the improvement process. When talking about honesty, however, we are not talking about that kind of offensive frankness, but about clear communication, which demonstrates exactly your objectives. Thus, the employee will not understand the feedback as a way of “getting in the foot”, but rather as a means of improving their own results, reflecting on their own growth.