Being able to foster constructive feedback within your organization can help build trust, transparency, and clear communication.
Less than a third of employees receive meaningful feedback from their superiors. While it's true that giving feedback can be intimidating, it's in your best interest to master this practice. As a manager, you have the power to help your staff members advance their careers through professional growth.
Constructive feedback plays a key role in personal and professional development. As you already know, it's never too late to learn new skills and get better at what you do.
By offering meaningful feedback, you will not only build more effective teams but also improve your company's bottom line. This practice may reduce employee turnover, increase engagement, and decrease absenteeism.
But exactly does constructive feedback mean and how does it differ from criticism? Most importantly, how does it benefit managers and employees? Let's find out.
What Is Constructive Feedback in the Workplace?
Feedback isn't always meaningful or useful.
For example, if someone tells you that your latest project isn't up to par but doesn't go into detail, you won't know what you did wrong.
If that person makes helpful suggestions and points you in the right direction, you'll have a chance to improve your work.
Constructive feedback consists of specific, actionable suggestions that lead to better results. Whether it's positive, negative, or neutral, it's meant to lead to a positive outcome.
Note that constructive feedback is different from criticism.
Unlike criticism, it's delivered in a way that doesn't cause resistance, shame, guilt, or low self-esteem. Its role is to help employees better themselves and correct their mistakes.
If you tell someone that his work is well-organized, you're offering positive constructive feedback. When you tell an employee that his work could be better structured, you're providing negative constructive feedback.