Ways for Managers to Give Better Feedback
If you seriously care about your team and its performance, help managers to give better feedback so it’s heard, well received and acted upon.
Managers Struggle With Giving Employees Feedback
We know from thousands of new manager training participants, that most leaders and employees want managers to give better feedback. The good news is that it is possible for managers to give better feedback by following a few manager feedback tips. Do it right and you may well find that your feedback is not avoided but invited because your employees see the results in their improved clarity, performance and success.
1. Genuinely Believe in the Intention of Effective Feedback
The purpose of effective feedback is not to belittle. It is to support your employee. Your feedback should be constructive, not destructive.
The goal is to help an employee see how a change in their approach or behavior would directly help them and their team. Your aim as a manager is to improve the employee’s performance and their level of employee engagement.
2. Be Very Specific
General comments are not helpful and leave most employees confused as to which aspect of their behavior or performance needs improvement. Commenting that
is far more compelling than commenting than
Unfortunately, too many managers are hesitant to be specific and give constructive feedback that is helpful and relevant.
3. Deliver Negative Feedback Privately…One-on-one
And negative feedback may be better received in a neutral setting rather than from across a manager’s desk. Take a break for coffee or a walk together in the fresh air. And be sure to leave time for employee questions. The better your employee understands what should be improved and why, the more likely they are to take your message to heart.
4. Be Timely
Frequent and brief feedback conversations are much more effective than quarterly or even monthly sessions. When you delay feedback too long, you risk forgetting to deal with the problem or allowing it to morph or grow. Too many managers wait for a formal process to prompt them to provide meaningful feedback.
Remember that high performing employees want to know how they are doing.
5. Be Direct and Straightforward
If you try to bury the constructive criticism in layers of praise, the feedback is likely to be misconstrued, ignored or overlooked. Too many managers are afraid of offending their employees and so say something ineffective like,
So what did the manager really mean to say?
Just say what you mean.
6. Focus on Behaviors and Performance, Not Personality
Feedback focused on our behaviors (what we do) is typically easier to accept than than feedback focused on our personality (who we are.) For example, talking over others in meetings should be addressed as causing a problem in shutting down open communication rather than as being domineering or arrogant.
The Bottom Line
Managers need to practice giving effective feedback if they want to build positive relationships with their team. Feedback effectively given can build trust and help relationships deepen and thrive.
To learn more about helping managers to give better feedback and effectively manage others, Download The New Manager Toolkit Now
4 Keys to Keeping Talent Up to Date
Why Employees Change Their Mind
We value our relationship with LSA Global. We came to LSA because we wanted to improve overall behavioral based interviewing capabilities of our managers to increase the probability of both hiring top talent and future leaders. LSA designed a highly customized solution for our business and culture. We are currently rolling out this solution to our leaders. I would highly recommend LSA Global as a top quality resource.
HR Project Manager - Training & Development, PHR
We consider LSA Global our outsourced learning and development partner. We worked closely with LSA to customize a management development program to meet our growing business needs. I would highly recommend LSA to any company wanting to deliver quality learning solutions.
Vice President Human Resources
We partnered with LSA to pilot a customized behavioral interviewing program to help ensure that we continue to hire the best and brightest as we continue to rapidly scale. LSA’s ability to understand our business and our unique culture combined with their desire to ensure that the best practices framework truly fits our performance environment and is highly adopted by our people is a real blessing. Most other firms want to just ‘give you training.’ Not LSA, they are focused on helping me hit our hiring forecasts and attract A players.
Director of Global Recruiting
LSA helped to meet the needs of my teams within a very narrow timeframe. My team walked away with highly useful management tools and practices. LSA saved us time in delivering the right solution for our specific needs.
Director, Software Engineering, EPG
We signed up with LSA early on–as their 22nd Member! Since then, our organization’s learning needs have increased and decreased and increased again with the changing times. The beauty of the LSA business model is its flexibility…when we needed to supplement our own internal resources, we used LSA services knowing that we could depend on the outstanding quality of the leadership development and management training programs they provide.
PalmSource has found our relationship with LSA extremely beneficial. We worked closely with LSA to customize the right Management Training Program solution to meet our unique business needs. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner.
Vice President of Human Resources
We recently contacted LSA Global to assist us with a unique training request. We gave LSA a very short deadline and LSA custom designed a training program to meet our exact requirements within the limited time allotted to them. We found their facilitator to be well versed in the subject matter and very credible; the design provided practical and valuable information to our team of managers. I highly recommend LSA Global, particularly in the area of management training.
Julaine K. Souza
Senior Vice President
Working with LSA Global has proven to be extremely valuable and worthwhile. LSA understands our business, has deep expertise in content areas, and tailors the programs to deliver great results. The facilitator was extremely knowledgeable about Working Globally with India and her energy and passion made the session interesting, fun, and enjoyable for all that attended. The participants walked away extremely pleased along with highly useful practices and tools. I would highly recommend LSA Global to any company that has partners or offices in India.
Human Resources Business Partner
LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.
Vice President, HR and IT
Thank you to LSA Global for their partnership and support in helping us to design and roll-out our valuable management development training program. I personally have partnered with LSA Global at four of my previous companies. It continues to be a delight working with LSA. We look forward to partnering with them at Blackhawk Networks for future training and consulting needs.
VP Human Resources
In the Next Generation Management Development courses, I was trained with skills and tools that have made me and my team more productive, motivated, and successful at communicating with other departments.
Firmware Engineering Supervisor
We contacted LSA to help us with customized management development. LSA worked with me to identify a solution that would meet our exact needs. We decided to start at the top and ran the program for our executive team. It was such a great success that we hope to roll it out companywide. We look forward to a long-term partnership with LSA Global and their team of experts.
Barry L. Byrd, SPHR
Human Resources Manager
The Next Generation Management Development courses have helped me communicate more effectively with my peers and teammates. By utilizing effective communication techniques such as clarifying and confirming, and asking open ended questions, I have been able to clarify and understand information in situations where I would have otherwise asked limited questions and made false assumptions.
Firmware Engineering Manager
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Fortune 500 Financial Services Company
Director of Infrastructure & Technology
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