Feedback is an essential management tool for helping your staff to progress, boosting their motivation and creating a climate of trust within your team. But for it to be truly effective, it must be structured and benevolent.. Here are 6 best practices.
1/ Choosing the right time and place
Feedback is all the more useful if it is given quickly after the event. However, if you are overcome by strong emotions, take the time to calm down and remain factual and objective. For corrective feedback, prefer a confidential setting, such as a face-to-face meeting.
2/ Be specific and factual
Good feedback is based on concrete, observable elements. So avoid vague judgements such as "it's not professional" or "it's not satisfactory". Instead, use precise wording. For example: "During Tuesday's presentation, you were able to clarify complex information using very effective visuals.
3/ Be constructive
Feedback is not a reproach: it should help your employee to progress. Identify areas for improvement and suggest concrete ways forward. For example: "The slides were a bit dense. Could you limit them to three ideas per slide for greater impact?
4/ Promoting positive behaviour
Don't just give feedback when something goes wrong. Recognising what works well is just as important. It strengthens commitment and encourages effective behaviour to be repeated. A simple "Thank you for your team spirit during this project" can make all the difference.
5/ Remaining benevolent and authentic
Tone and intention count as much as content. So be sincere, without exaggeration or artificial flattery. Always preserve the relationship by talking about the facts, not the person. For example: say "I was surprised by your reaction" rather than "You're aggressive".
6/ Establish a feedback culture
For feedback to have a lasting effect, it needs to be integrated into daily practice. To do this, explain your approach, offer regular opportunities for exchange and accept feedback from your employees yourself. By setting an example, you'll be helping to create an environment of listening, transparency and progress.
In short, by applying these principles, you will make your feedback more effective and help to make feedback a real driver of cohesion and performance within your team.
