Instead, provide specific examples of what’s been happening, whether good or bad. “You need to improve your sales results” isn’t specific, nor is “Great job yesterday!” One of the easiest mistakes to make is not being specific enough in your feedback, whether positive or negative. Read more: Why are Performance Reviews Important? Not being specific Regularly-scheduled feedback may come in the form of performance reviews, or employees may provide feedback in response to specific events, deliverables, or circumstances. The best feedback is followed by action, such as a training program or employee development plan to improve performance.Īlso, keep in mind that feedback can be both informal and formal. Strong leaders use feedback to reinforce positive behaviors and performance and to redirect employee efforts. Feedback can also be given from employees to leaders and among colleagues. There can be some negative connotations around the word feedback, but it doesn’t always mean correction, it can also be praise, recognition, and constructive criticism.įeedback is not always from a leader to a direct report. It refers to any information shared with an employee that’s designed to praise good work or offer constructive correction of mistakes. What is feedback?įeedback as a term is very broad. Revamp your leadership approach and empower your team to achieve their full potential. We delve into the top pitfalls leaders encounter when delivering feedback and, more importantly, unveil the transformative impact of valuable critique. One study found that 43 percent of managers with a year or less experience report no leadership training. Often, it’s not their fault-business leaders often have little training when they take on leadership roles. However, leaders often make crucial mistakes when they give feedback. Yet, all too often, even the most well-intentioned leaders fall into the trap of committing avoidable feedback mistakes that sabotage growth and productivity.įrom mindless criticism to sugar-coated praise, these mistakes can cripple a team’s potential and stifle progress. In the world of effective leadership, few skills are as vital as providing feedback. Basing constructive feedback on others’ statements.

Confusing personal preference with performance issues.Failing to listen to the employee’s perspective.

888 critical mistakes live