Small Businesses

How to give direct feedback that works

  • 4 min Read
  • December 17, 2021

Author

Escalon

Table of Contents

Employee feedback that is effective can be an incredibly powerful tool in a manager’s arsenal, as it can help grow and develop the workers in an organization, improve the levels of communication and trust, as well as strengthen the bonds between leaders and employees. 


According to a Gallup study, “People who know and use their strengths — and the companies they work for — tend to be better performers. In one study of 65,672 employees, Gallup found that those who received strengths feedback had turnover rates that were 14.9% lower than for employees who received no feedback (controlling for job type and tenure).”


Effective feedback also helps managers foster learning and shape employee behavior, which can drive better performance. And for those getting the feedback, it can be an opportunity for career growth and development. 


However, feedback is often omitted or ignored in order to avoid discomfort. While many managers don’t think of feedback as an effective strategy, only 26% of employees believe that the feedback they receive helps them do better work, according to another study by Gallup


Check these seven tips to help leaders and managers give employee feedback that works and can help them get the outcome they are looking for.


Keep business outcomes as the point of focus

– A good starting point for a feedback session is business outcomes. A leader’s job is to nurture talent, boost sales and improve customer service; hence, if you frame your feedback as a means to reach a particular business goal, it turns into an opportunity to solve a problem instead of criticizing. Feedback that is based on the worker’s growth and development is a lot more helpful. 


Talk to us about how our outsourced business services can help your firm have an effective performance management system in place.



Be direct

– Make sure that the feedback you give is clear, concise and solution-oriented. If you want to offer corrective feedback, avoid using general comments such as “Your work needs improvement.” Be specific about what you expect from your subordinate and offer tips on how they can achieve the desired outcome. 


Practice empathy

– According to research by Catalyst, “Empathy is an important driver of employee outcomes such as innovation, engagement and inclusion.” And offering feedback requires an extra layer of sensitivity, especially if it is meant to expose a gap in self-knowledge. This is because such a gap can bring out strong emotions that can be confused as being defensive. 


Don’t wait for the annual review

– Employee feedback has the greatest impact on performance when it immediately follows an event. Also, engagement is at its highest when workers receive feedback regularly (on the fly). Because if a problem is left unaddressed, it will likely cause a domino effect. Also, by the time the annual performance review comes around, it may even be forgotten. 


Avoid taking the sandwich route

– While helping an employee get better at their job should always be the number one priority when giving feedback, sandwiching corrective feedback between chunks of positive feedback will only undermine the feedback and create confusion for the receiver. 


Corrective feedback, if given in a transparent and upfront way, will set the foundation for an authentic conversation. 


Keep the conversation two way

– According to the second Gallup study quoted above, effective feedback should be “an open, honest, two-way dialogue that strengthens relationships rather than one-way instruction and criticism.” Stay away from lecturing your workers on how they should be doing their job, and allow them to respond to your feedback and ask followup questions. This is the best way to arrive at a course of action that is acceptable to all.


Focus on behavior, not personality

– Focus on a worker’s behavior (what they do) instead of what they are like as a person. Focusing on the employee’s personality is not conducive to improvement.


Want more?

Since 2006, Escalon has helped thousands of startups and midsized firms alleviate the burden, freeing up resources to focus on core business activities with our back-office solutions for accounting, HR, payroll and benefits, insurance, and recruiting and taxes. Talk to an expert today.

Talk to our team today to learn how Escalon can help take your company to the next level.

  • Expertise you can trust

    Our team is made up of seasoned professionals who bring years of industry experience to the table. You gain a trusted advisor who understands your business inside out.

  • Quality and consistency

    Say goodbye to the hassles of hiring, training and managing in-house finance teams. You will never have to worry about unexpected leave of absence or retraining new employees.

  • Scalability and Flexibility

    Whether you’re a small business or a global powerhouse, our solutions scale with your needs. We eliminate inefficiencies, reduce costs and help you focus on growing your business.

Contact Us Today!

Tap into the latest insights from experts in your industry

Accounting & Finance

October 15 Tax Deadline: What to Double Check Before You File

If your business or personal tax return was extended back in April, October 15 is the final deadline to submit....

Accounting & Finance

Key Financial Deadlines Every SMB Should Know for Q3 and Q4 

For small and mid-sized businesses, the second half of the year often comes with increased operational demands, from budgeting and...

Small Businesses

From Bookkeeping to Strategic Finance: Preparing Your Family Business for Growth

Is Your Family Business Ready for Its Next Chapter? As a family business leader, you've built something remarkable. Through years...

Accounting & Finance

Subscription Revenue in 2025: Fatigue, Churn, and the Imperative to Diversify 

For much of the last decade subscription models symbolized modern growth, predictable revenue, sticky customer relationships, and rising valuations. But...

Accounting & Finance

Closing the Books in Q4: Common Mistakes That Delay Reporting 

Closing the books at year-end is one of the most important financial events for any growing business. It sets the...

Leadership & Growth

Building a Scalable Tech Stack: How to Choose the Right Tools for Growth 

In today’s business landscape, technology is more than a convenience—it’s a strategic asset that can supercharge growth. But as you...

People Management & HR

The Role of HR Analytics in Strategic Decision-Making 

In the era of big data, human resources (HR) analytics has emerged as a powerful tool that can transform how...

Accounting & Finance

Understanding Customer Lifetime Value and Its Impact on Strategy 

In the world of business, not all customers are created equal. Some make one small purchase and disappear, while others...

Accounting & Finance

Tax Strategies for Succession Planning in Family-Owned Businesses 

Succession planning in a family-owned business is a delicate dance that involves not only leadership and emotional considerations, but also...