Feedback basically means that you’re giving your honest opinion about something and maybe explaining how you think it could be done better.
Feedback is a little less negative than constructive criticism, but it is still a very useful tool for self-development and for general improvement and productivity in a contemporary office setting.
However, when is feedback actually necessary?
Do you have to give feedback about absolutely everything, all the time?
No. There is a time and a place.
For instance, if you changed your office desking system and you wanted to see if it was working, you would ask your employees for their feedback after a period of perhaps two or three months. You would need to give it ample time in order for the effects to become apparent. You wouldn’t try and get feedback after a day or two, because people may still be adjusting to the change and may still have negative opinions that haven’t had the chance to be tested yet.
As a manager, it’s also not the best idea to call your employees around the modern boardroom tables and to give feedback on every single thing, all the time. It’s something which needs to be timed correctly, otherwise, it simply doesn’t have the same effect.
The main aim of feedback is to give employees something to work with. It’s supposed to be a tool to help people improve and learn. For instance, you might give your team feedback on a presentation they’re putting together. You could say “I really like the general theme, I think it’s got great potential. How about you try and deliver in this way and see how it works” and then explain what “this way” means.
Can you see the difference between feedback and constructive criticism? It’s really about giving an opinion based on knowledge and facts and offering advice. Constructive criticism is more solid, it’s based on a problem or an issue that needs to be changed, giving guidance on how to do that.
Employees can also ask for feedback on their performance, or after they’ve worked on a particular product. Asking for feedback from your manager shows that you want to improve and learn. It’s a great way to show willing and initiative. Also, after you’ve had an interview, it’s a good idea to call up and ask for feedback, even if you didn’t get the job. This gives you access to useful information that you can use the next time you have an interview, which could give you a better chance of success in the future.
Overusing feedback means that it loses its importance. It is the same with anything - if you overuse it, it isn’t as effective. For that reason, save feedback for times when it is really necessary or when you’re asked for specific feedback by an employee.
If you think about it, we give some kind of feedback every single day. We feedback on peoples ideas when they ask “what do you think?” That in itself is a form of feedback. If you think about how you handle that type of situation, that gives you some guidance on how to give feedback in other situations. For instance, you wouldn’t come straight out and say “I think that’s a terrible idea”, you would word it more diplomatically. Giving general feedback is exactly the same, there is no need to create more of a headache than that. It’s giving your honest opinion about something and then offering advice on how to implement the advice you’ve given.
Feedback, for the most part, is optional in terms of whether the advice is taken or not. Constructive criticism is more about taking the guidance given and using it to improve the situation. By identifying the right times to use feedback, you’ll find that the results are far more positive as a result.