Empowering Mid-Year Appraisals: Mastering Constructive Feedback

In preparation for mid-year appraisals, it’s vital for managers to enhance their feedback skills. The way feedback is delivered can significantly impact an employee’s motivation and performance. Unfortunately, certain phrases from managers can inadvertently create tension or demotivation within a team. Here, we’ll explore common phrases managers use, potential pitfalls, and constructive ways to address them.

1.“Your work is very careless.”

When a manager critiques an employee’s work as “careless,” it can be disheartening and vague. Instead, managers can offer specific feedback on what aspects need improvement. For example, instead of saying, “Your work is very careless,” a manager might say, “There are regular mistakes in your work that we need to discuss. Here are some examples.” This provides clear instances of the issue and opens the door for a constructive discussion.

2.“You make too many mistakes.”

This statement can be discouraging if not paired with actionable steps for improvement. Managers can offer constructive feedback that highlights the potential for growth. For example, “I want to discuss what we can do to reduce the level of mistakes.” This phrasing acknowledges the issue and positions the manager as a partner in the employee’s development.

3.“You need to sort this problem out”

This statement can come across as harsh and directive, lacking any clear guidance. A more effective approach would be to say, “I want to discuss how I can support you in sorting this problem.” This emphasises collaboration and signals to the employee that their manager is there to help, rather than just point out shortcomings.

4“You should have taken more responsibility on that [task/activity].”

Blaming an employee without addressing underlying issues can lead to defensiveness. Instead, managers can look at encouraging accountability while fostering an open dialogue. For example, “Do you agree that you were the person responsible for that [task/activity]?” This question invites the employee to reflect on their role and take ownership of the task.

Remember, the words you use to give feedback matter. They are one of the most powerful ways of providing constructive, specific, and supportive feedback, encouraging growth and development. Use them carefully.