Advertising
Advertising

8 Ways Of Giving Constructive Feedback That Make An Impact

8 Ways Of Giving Constructive Feedback That Make An Impact

Everyone wants feedback at some point. It may be part of a performance assessment or can be done at an informal level as things happen. It can be a useful tool in relationships too. The problem arises when feedback is not given properly and all sorts of misunderstandings arise. But the majority (96 percent) in one survey think that even negative or redirecting feedback is helpful in getting better results. The same study revealed that 75 percent want positive feedback with helpful suggestions on improving. The main purpose is to encourage, motivate and help your employee to build skills. Feedback is a skill we all need whether we are parents, friends, partners or managers. Here are eight ways to give constructive feedback so that everybody feels happy.

1. Always ask when is a good time

The person getting the feedback also needs time to prepare and reflect on how wells/he has done. That is why delivering feedback without any warning can have negative fallout which may make it even more difficult if there are delicate issues involved. A simple question, such as ‘When would you be ready for feedback on project X?’ can allow for some mental preparation.

Advertising

2. Listen first

When you start the conversation, ask the employee for his or views on how the latest project is going. Ask about the progress and the obstacles. This feedback style has one enormous advantage. You are giving the employee first serve in the game. It also makes the whole session much less confrontational. You will be glad to know that many of the points you have jotted down are actually being mentioned. It also gives you, the manager, a chance to see some aspects which you may well have missed when preparing the session.

3. Try to be encouraging

Effective feedback will impact positively on the person’s performance and morale. All too often, both managers and employees dread giving and getting feedback and the whole process can become fraught. Look at the feedback matrix here to get some ideas. The manager/team leader thanks the employee and mentions some of the great stuff he is doing. This is really essential because it shows that his work is appreciated. This can help to drive motivation.

Advertising

4. Be specific when criticizing

At some point, you have to tell the employee where s/he has failed to meet the objectives or meet a deadline. There may be some errors in the work and also some careless oversights. The important things when giving the negative feedback are:

  • Point out clearly what is wrong. There may be negative customer feedback or errors in accounting. You need to have these at hand so that they can be shown to the employee.
  • Pause after each point so that the employee can come back with an explanation, justification, excuse, or an admittance that standards were not met.
  • Couch criticism of attitudes to work/meetings as diplomatically as possible. Rather than bluntly saying that they were not participating at all in the meeting, it may be better to say: ‘I noticed that you were using passive body language’.

5. Explain the effects of poor performance

There may be implications for customer satisfaction and services. Not following the correct procedures or overspending on costs or simply not paying enough attention to detail can all have a knock on effect on performance in the whole section. You have to make this very clear.

Advertising

6. Moving forward and improving

After the criticism, the emphasis will be very much on moving forward and setting things right.  A great way is to ask: ‘What can I do to help you get back on track with meeting deadlines?’  Then discuss what mini goals can be set so that performance improves. Be as specific as you can here. Set a date or period for a progress report so that you can both see how performance is getting better. Discuss ways together of how progress can be charted. This may be in the form of reports, graphs, data on customer satisfaction, or auditing reports.

7. Tie in the feedback with long term objectives

One great way to use feedback is to look at all the positives and the negatives and tie these in with the employee’s long term career goals. This should be a regular feature of all feedback and discussions. Tell them that once they have managed to fix X, they will be in a much better position to apply for a better position/promotion in the company. It is no accident that enlightened managers are thinking of ‘feedforward’ coaching rather than the old fashioned feedback.

Advertising

8. Always prefer face-to-face feedback, rather than email

In to-day’s digital and virtual workplace, it may be actually impossible to give face to face feedback. You may have to resort to an email. This is a minefield. In many cases, of course, written reports of performance assessments do get written but they are the result of a real human interaction and they are often an agreed version. But initial feedback by email is a different story. When you write feedback, you have to imagine the person’s reaction as s/he reads it. Trying to empathize will be a great help.

This is always why it is a good idea to write it twice. After the first draft, leave it for a day and then read it again with the intention of rewriting it. Harsh words can be like daggers and they hurt. Now you can see why managers and everybody else hates giving and getting feedback. This is one of the most sensitive areas in the workplace but if you follow the above tips, you should find it gets easier with time and experience.

Featured photo credit: Manager for a Day/FTTUB via flickr.com

More by this author

Robert Locke

Author of Ziger the Tiger Stories, a health enthusiast specializing in relationships, life improvement and mental health.

10 Morning Habits Of Happy People 10 Simple Morning Exercises to Make You Feel Great All Day What Your Fear of Being Alone Is Really About and How to Get over It Work Smarter, Not Harder: 12 Ways to Work Smart 10 Reasons Why People Are Unmotivated (And How to Be Motivated)

Trending in Work

1 How to Set Ambitious Career Goals (With Examples) 2 15 Ways to Set Professional Goals (Examples Included) 3 How to Make the Career Change You Need (The Complete Guide) 4 5 Signs You’re Ready for a Career Change 5 Think Your Work Sucks? 7 Ways to Deal with It

Read Next

Advertising
Advertising
Advertising

Last Updated on March 25, 2020

How to Set Ambitious Career Goals (With Examples)

How to Set Ambitious Career Goals (With Examples)

Taking your work to the next level means setting and keeping career goals. A career goal is a targeted objective that explains what you want your ultimate profession to be.

Defining career goals is a critical step to achieving success. You need to know where you’re going in order to get there. Knowing what your career goals are isn’t just important for you–it’s important for potential employers too. The relationship between an employer and an employee works best when your goals for the future and their goals align. Saying, “Oh, I don’t know. I’ll do anything,” makes you seem indecisive, and opens you up to taking on ill-fitting tasks that won’t lead you to your dream life.

Career goal templates’ one-size-fits-all approach won’t consider your unique goals and experiences. They won’t help you stand out, and they may not reflect your full potential.

In this article, I’ll help you to define your career goals with SMART goal framework, and will provide you with a list of examples goals for work and career.

How to Define Your Career Goal with SMART

Instead of relying on a generalized framework to explain your vision, use a tried-and-true goal-setting model. SMART is an acronym for “Specific, Measurable, Action-oriented, Realistic with Timelines.”[1] The SMART framework demystifies goals by breaking them into smaller steps.

Helpful hints when setting SMART career goals:

Advertising

  • Start with short-term goals first. Work on your short-term goals, and then progress the long-term interests.[2] Short-term goals are those things which take 1-3 years to complete. Long-term goals take 3-5 years to do. As you succeed in your short-term goals, that success should feed into accomplishing your long-term goals.
  • Be specific, but don’t overdo it. You need to define your career goals, but if you make them too specific, then they become unattainable. Instead of saying, “I want to be the next CEO of Apple, where I’ll create a billion-dollar product,” try something like, “My goal is to be the CEO of a successful company.”
  • Get clear on how you’re going to reach your goals. You should be able to explain the actions you’ll take to advance your career. If you can’t explain the steps, then you need to break your goal down into more manageable chunks.
  • Don’t be self-centered. Your work should not only help you advance, but it should also support the goals of your employer. If your goals differ too much, then it might be a sign that the job you’ve taken isn’t a good fit.

If you want to learn more about setting SMART Goals, watch the video below to learn how you can set SMART career goals.

After you’re clear on how to set SMART goals, you can use this framework to tackle other aspects of your work. For instance, you might set SMART goals to improve your performance review, look for a new job, or shift your focus to a different career.

We’ll cover examples of ways to use SMART goals to meet short-term career goals in the next section.

Why You Need an Individual Development Plan

Setting goals is one part of the larger formula for success. You may know what you want to do, but you also have to figure out what skills you have, what you lack, and where your greatest strengths and weaknesses are.

One of the best ways to understand your capabilities is by using the Science Careers Individual Development Plan skills assessment. It’s free, and all you need to do is register an account and take a few assessments.

Advertising

These assessments will help you determine if your career goals are realistic. You’ll come away with a better understanding of your unique talents and skill-sets. You may decide to change some of your career goals or alter your timeline based on what you learn.

40 Examples of Goals for Work & Career

All this talk of goal-setting and self-assessment may sound great in theory, but perhaps you need some inspiration to figure out what your goals should be.

For Changing a Job

  1. Attend more networking events and make new contacts.
  2. Achieve a promotion to __________ position.
  3. Get a raise.
  4. Plan and take a vacation this year.
  5. Agree to take on new responsibilities.
  6. Develop meaningful relationships with your coworkers and clients.
  7. Ask for feedback on a regular basis.
  8. Learn how to say, “No,” when you are asked to take on too much.
  9. Delegate tasks that you no longer need to be responsible for.
  10. Strive to be in a leadership role in __ number of years.

For Switching Career Path

  1. Pick up and learn a new skill.
  2. Find a mentor.
  3. Become a volunteer in the field that interests you.
  4. Commit to getting training or going back to school.
  5. Read the most recent books related to your field.
  6. Decide whether you are happy with your work-life balance and make changes if necessary. [3]
  7. Plan what steps you need to take to change careers.[4]
  8. Compile a list of people who could be character references or submit recommendations.
  9. Commit to making __ number of new contacts in the field this year.
  10. Create a financial plan.

For Getting a Promotion

  1. Reduce business expenses by a certain percentage.
  2. Stop micromanaging your team members.
  3. Become a mentor.
  4. Brainstorm ways that you could improve your productivity and efficiency at work
  5. Seek a new training opportunity to address a weakness.[5]
  6. Find a way to organize your work space.[6]
  7. Seek feedback from a boss or trusted coworker every week/ month/ quarter.
  8. Become a better communicator.
  9. Find new ways to be a team player.
  10. Learn how to reduce work hours without compromising productivity.

For Acing a Job Interview

  1. Identify personal boundaries at work and know what you should do to make your day more productive and manageable.
  2. Identify steps to create a professional image for yourself.
  3. Go after the career of your dreams to find work that does not feel like a job.
  4. Look for a place to pursue your interest and apply your knowledge and skills.
  5. Find a new way to collaborate with experts in your field.
  6. Identify opportunities to observe others working in the career you want.
  7. Become more creative and break out of your comfort zone.
  8. Ask to be trained more relevant skills for your work.
  9. Ask for opportunities to explore the field and widen your horizon
  10. Set your eye on a specific award at work and go for it.

Career Goal Setting FAQs

I’m sure you still have some questions about setting your own career goals, so here I’m listing out the most commonly asked questions about career goals.

1. What if I’m not sure what I want my career to be?

If you’re uncertain, be honest about it. Let the employer know as much as you know about what you want to do. Express your willingness to use your strengths to contribute to the company. When you take this approach, back up your claim with some examples.

If you’re not even sure where to begin with your career, check out this guide:

How to Find Your Ideal Career Path Without Wasting Time on Jobs Not Suitable for You

Advertising

2. Is it okay to lie about my career goals?

Lying to potential employers is bound to end in disaster. In the interview, a lie can make you look foolish because you won’t know how to answer follow up questions.

Even if you think your career goal may not precisely align with the employer’s expectations for a long-term hire, be open and honest. There’s probably more common ground than they realize, and it’s up to you to bridge any gaps in expectations.

Being honest and explaining these connections shows your employer that you’ve put a lot of thought into this application. You aren’t just telling them what they want to hear.

3. Is it better to have an ambitious goal, or should I play it safe?

You should have a goal that challenges you, but SMART goals are always reasonable. If you put forth a goal that is way beyond your capabilities, you will seem naive. Making your goals too easy shows a lack of motivation.

Employers want new hires who are able to self-reflect and are willing to take on challenges.

4. Can I have several career goals?

It’s best to have one clearly-defined career goal and stick with it. (Of course, you can still have goals in other areas of your life.) Having a single career goal shows that you’re capable of focusing, and it shows that you like to accomplish what you set out to do.

Advertising

On the other hand, you might have multiple related career goals. This could mean that you have short-term goals that dovetail into your ultimate long-term career goal. You might also have several smaller goals that feed into a single purpose.

For example, if you want to become a lawyer, you might become a paralegal and attend law school at the same time. If you want to be a school administrator, you might have initial goals of being a classroom teacher and studying education policy. In both cases, these temporary jobs and the extra education help you reach your ultimate goal.

Summary

You’ll have to devote some time to setting career goals, but you’ll be so much more successful with some direction. Remember to:

  • Set SMART goals. SMART goals are Specific, Measurable, Action-oriented, and Realistic with Timelines. When you set goals with these things in mind, you are likely to achieve the outcomes you want.
  • Have short-term and long-term goals. Short-term career goals can be completed in 1-3 years, while long-term goals will take 3-5 years to finish. Your short-term goals should set you up to accomplish your long-term goals.
  • Assess your capabilities by coming up with an Individual Development Plan. Knowing how to set goals won’t help you if you don’t know yourself. Understand what your strengths and weaknesses are by taking some self-assessments.
  • Choose goals that are appropriate to your ultimate aims. Your career goals should be relevant to one another. If they aren’t, then you may need to narrow your focus. Your goals should match the type of job that you want and the quality of life that you want to lead.
  • Be clear about your goals with potential employers. Always be honest with potential employers about what you want to do with your life. If your goals differ from the company’s objectives, find a way bridge the gap between what you want for yourself and what your employer expects.

By doing goal-setting work now, you’ll be able to make conscious choices on your career path. You can always adjust your plan if things change for you, but the key is to give yourself a road map for success.

More Tips About Setting Work Goals

Featured photo credit: Tyler Franta via unsplash.com

Reference

Read Next