How to Give Effective Feedback as a New Manager
Giving effective feedback is a manager’s most useful tool in shaping performance and developing the team. But don’t use the graphic above as an example. The illustration, rather than showing how to give effective feedback as a new manager, is more an example of what NOT to do.
Five Components of Effective Feedback
If you want to know how to give effective feedback as a new manager, we recommend you start with the basics. Overall, new manager training about helpful employee feedback contains at least five components by:
If on the other hand, the purpose of your feedback is to help your employee reach their potential and succeed, you are probably doing the right thing for the right reasons. When you are genuinely interested in developing your team member, they will be far more committed to listening and making an active effort to improve.
With the right intent, employee feedback does not always need to be positive. Sometimes, negative behavior needs to be pointed out in order to make changes that are needed to be successful.
Too many managers whitewash negative feedback to avoid difficult conversations or to protect feelings. But for employees to improve, they need (and deserve) frequent, clear, and actionable feedback. When it comes to employee feedback, ambiguity is the enemy of learning, career advancement, and higher performance.
When you link the desired behaviors and performance to beneficial personal and professional impacts, the feedback is much more likely to be internalized and acted upon.
The Bottom Line
As a manager, you are responsible for creating the environment to get the most from your team. Use constructive feedback to encourage the behaviors you want and to discourage the behaviors that go against your strategy and your culture. The more you do it, the better the odds that your team will focus on their ability to change and grow.
To learn more about how to give effective feedback as a new manager, download 8 Reasons Why Leaders Need 360 Feedback
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