One of the most crucial elements for building a strong team is feedback. You can help each individual learn and progress by encouraging team members to give each appreciation when things go well and pointing out how things could be done differently. As each individual gets better at what they do, the whole team becomes better. 

     I. What is constructive feedback?

Constructive feedback is a powerful tool for fostering a positive work atmosphere, increasing productivity, engagement, and improving performance. It has a favourable impact on communication and team member engagement. 

In essence, constructive feedback differs from regular feedback in the intent and delivery of the advice. Constructive feedback comes from a place of support, seeking to help the receiver “construct” themselves to become better or grow in some way.

     II. Why is constructive feedback so important? 

By applying constructive feedback practices, not only employees but also managers can encourage, support and redirect each other’s input to ensure the quality of a certain output. Let’s see some benefits of giving constructive feedback: 

• Enhances performance and assists with professional growth 
• Improves relationships among team members 
• Clarifies expectations  
• Improves employee morale 

      III. 5 steps to giving constructive feedback 

Regardless of role, level or industry, at some point in your career, it is likely you will need to know how to give constructive feedback in the workplace. As most people work in groups, being able to provide constructive feedback is a valuable skill. Here are some of the top ways to give constructive feedback in a productive and respectful way.  

        1. Choose the right time and place for feedback  

The first thing to consider when planning a meeting to give feedback is the location. Small bits of praise and appreciation can be shared among the wider team. However, criticism that is shared in front of an employee’s peers will be shameful and embarrassing. Criticism is much better delivered in a one-to-one meeting and it is best to give feedback as soon as possible while the reference points are still clear.  

         2. Define the purpose of giving feedback  

For example, if the purpose of the feedback is to improve an employee/team member’s behaviour or performance, then it is important to have a clear understanding of points to discuss and potential solutions to offer.  

          3. Feedback content  

The content should be focused on the work rather than the individual. If there is a specific action or problem that needs to be solved, then you can share how exactly it makes you and their colleagues feel. Be specific, give examples of where the person performed well and situations where it didn’t go well and use data or other sources to support the discussion.  

          4. Give suggestions for improvements  

The most important part of giving feedback should be working with employees/team membersto implement improvements. By sharing expectations such as improvements to working speed, accuracy, relationships with colleagues,  the individual can work towards a goal and be able to measure their acheivements.  

           5. Recap key points 

This is a good way to avoid there being any misunderstandings and it provides you with an opportunity to check that constructive feedback was received and understood.  

The “SKS” (Stop-Keep-Start) may be considered as the easiest constructive feedback method to use, especially for beginners. The following three questions should be asked before framing feedback statements to the recipient:  

• What can I tell this person to stop doing? 
• What should this person keep doing? 

• What can I suggest that this person start doing? 

At NashTech, we always maintain a supportive working environment to nurture our employee’s development. We embrace everyone’s way of expressing themselves and facilitate them to thrive by supporting and giving feedback to each other. 

You can explore more skills and tips to be excel at work here.