Motivating employees is about more than charisma and vision. To help employees perform their best, a great leader will provide feedback — the right kind, at the right time. Feedback is an essential tool for any manager, whether in a small business or a large corporation.

We’ve created a practical guide, trusted by top managers, that will help you learn what are the best tips on how to give employee feedback.

Why frequent employee feedback is important

Employee feedback is the core of personal and professional growth. Feedback can help an employee get better at what they do, and surprisingly employees crave feedback.

Employees don’t get enough feedback, and that when they do, the feedback is too vague. There is also a sense that managers aren’t authentic enough.

Why we need to adapt to give frequent feedback? Because nowadays there are 3 fundamentals truths:

Our environments are in a constant state of change

Organizations that evolve, survive

Feedback loops are the key to evolution

It’s in the company’s best interests to take the feedback process very seriously.

14.9% lower turnover rates in companies that implement regular employee feedback. 4 out of 10 workers are actively disengaged when they get little or no feedback. 82% of employees really appreciate receiving feedback, regardless if it’s positive or negative. 43% of highly engaged employees receive feedback at least once a week compared to only 18% of employees with low engagement.

How to give valuable feedback

There is a proper way of providing feedback consistently that will produce fruitful results. We have identified eight ways you can offer employee feedback –it’s painless, immediate and will get you the outcome you need.

1- Focus on the issue, not the person

Focus on employees’ behaviors (what they do) rather than on their personality traits (what they’re like).

2- Put your message in writing as well as delivering it verbally

Graphics have impact, and hard data has weight. In an instant, employees can see their progress — or lack thereof.

3- Make your feedback specific

Specific feedback more effectively corrects or reinforces certain behaviors, enabling the brain to focus on something concrete.

4- Right balance between positive and negative comments

Most people have probably worked with a manager who puts negative feedback front and centre. It’s an unpleasant and generally unhelpful method.

5- Connect your feedback with the company goals

Goals help the brain focus. Make your employee feel that her contributions are valued and create a positive emotion with the feedback.

6- Make it one-on-one

Even praise for some people is better delivered in a private meeting, rather than being pointed out in a public arena: some people simply don’t like being the center of attention.

7- Feedback is a two-way street

Ask for feedback from your employees on your own performance and on company policies.

8- Reply and follow-up the conversation

One of the biggest mistakes that leaders make when they receive written feedback from employees, is they don’t reply. An employee took the time out of their busy day to not only make your job easier, but give you valuable feedback that will improve the company.

We’ve created a practical guide, trusted by top managers, that will help you learn what are the best tips on how to give employee feedback.

Questions to give employee feedback

These are some examples of questions that you can ask employees and honest conversation about how they’re feeling at work:

General questions:

What impact did you have last week?

What could have gone better last week? Why?

Goals questions:

If you had millions of dollars, what would you do every day?

Do you feel we’re helping you advance your career at a pace you would like?

Company Improvement questions:

If you were CEO, what’s the first thing you’d change?

What is the #1 Problem at our company? Why?

Self Improvement questions:

What skills would you like to develop right now?

Is there an aspect of your job you would like more help or coaching?

Manager Improvement questions:

What could I do as a manager to make your work easier?

What is something I could do better?

Happiness questions:

Who are you friends with at work?

Are you happy with your recent work? Why or why not?

Personal life questions:

How do you feel your work/life balance is right now?

What drives you? What motivates you to come to work each day?

Team relations questions:

How could we improve the ways our team works together?

What’s the biggest thing you’d like to change about our team?

Work habits questions: