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The importance of providing feedback to employees

Kerrie-Anne Chinn

For managers and team leaders, providing feedback to employees is an important part of the leadership role – but it’s also one of the most difficult.

Many people find themselves struggling to give honest feedback or constructive criticism to the people around them. After all, everyone wants to be liked; it’s a natural human tendency. When it comes to feedback, it can be quite hard to hear things that we need to change about ourselves. People can feel threatened, angry or upset after receiving feedback that they consider to be negative.


Yet, without feedback, individuals will continue to make the same mistakes over and over again. In the workplace, it’s a manager’s responsibility to guide employees to improved behaviours and results, for both themselves and the business.

Being in a management position doesn’t mean that you’re instantly an expert on knowing how to give feedback to staff. But rather than avoiding this part of your job, it’s important to recognise feedback for what it is – and that is a powerful tool and a positive opportunity to learn.

Want to get better at providing feedback to the employees in your team? This online course will get you started in the right direction.

Learn how to give and receive feedback

The short online course Giving and Receiving Feedback can change the way you think about feedback.

Part of the ‘Management and Leadership Collection’, this eLearning course is great for anyone who manages or supervises staff and needs to provide ongoing feedback and support. It’s also incredibly useful for individuals who may find themselves responding to feedback with defensiveness or avoidance – so if you are self-aware enough to know that’s you, enrol yourself in this course today!

As the course instructor says, we often “dismiss observations about our behaviour that can actually help us be more effective in critical areas of our work and lives.” This course will encourage you to be brave and give your employees the feedback they need, while also learning how to keep your ego in check when receiving feedback from your own managers.

Improve the way you deliver feedback to staff

The course asks a very good question: “why do we find it so difficult to tell employees (and family and friends for that matter) that they are doing something wrong and need to change?”

Often, we hold back for fear of upsetting the person, or making them angry. Sometimes providing feedback can feel like opening a can of worms that will lead to more trouble than it’s worth. But avoiding conversations about feedback, because you’re worried how people will react, isn’t beneficial for either party. Especially in a work environment.

Through this online course, you’ll learn to use this system for delivering feedback:

  1. Ask for permission – a simple “hey, have you got a minute for some quick feedback?” can help the person receiving the feedback be mentally ready for it
  2. Be specific – use specific examples about the person’s behaviour, not statements about their personality or character
  3. Explain the impact – explain the impact that resulted from the behaviour you’re addressing.
  4. Use silence – give the person time to think through what you’ve said
  5. Suggest how to improve – give one or two actionable suggestions that the other person could use to change their behaviour

Avoid feedback fights with your employees

As the course shows us, there are generally two ways people respond to feedback they don’t like.

They will often simply disregard the feedback – “yeah, whatever, what do you know?” or discount the source of the feedback – “well you’re not perfect, who are you to judge my behaviour?” Or, secondly, they will get angry and argue. Which is why so many people avoid giving feedback in the first place.

All of these scenarios are undesirable. So what can managers do instead?

This course teaches managers how to tap into a third kind of response – curiosity. To tap into an individual’s curiosity and avoid the feedback fight response there are some common mistakes you need to avoid when delivering your feedback. You’ll need to enrol in the course to find out what they are!

With only 20 minutes of your time, you’ll be making a solid investment into your future relationships and career, becoming a much better manager in the process. Feedback is an important tool for constructive criticism that aids personal and professional development – try to teach and show your employees that!

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