TimeClick Publishes New Blog on Giving Employees Feedback

The latest blog from TimeClick goes into detail exploring communication practices that can help improve conversations between employers and employees.

How to Give an Employee Feedback

TimeClick's Digital Content Specialist, Daniel Lee, writes on a pressing topic of interest to employers: giving feedback to employees.

The relevancy of the issue weighs heavily with a current phenomenon many have taken to calling the "Great Resignation." Record numbers of employed people have quit their jobs without the intention of returning to the workforce.

Lee suggests that the advice he has compiled from communication research can help in resolving workplace issues so employers can potentially avoid filling gaps from resigned workers.

The blog begins with a suggestion of EOS (Entrepreneurial Operating System) principles. Lee explains that TimeClick's own team uses EOS to run meetings and direct conversations so all team members speak and share feedback from the same foundational guidelines.

A centered foundational approach is what Lee focuses on next, advising readers to communicate from a basis of consistency and preparation. He provides a set of bad practices to avoid, including vague instructions and emotionally butting heads.

The blog explores an example involving a sales manager and a sales representative producing low sales. Even if the sales manager thinks assertiveness may help the representative close more sales, just telling the representative to be more assertive may not yield any results. Lee explains this type of feedback is too vague.

Instead, Lee urges employers to give specific and actionable instructions that leave employees with clear next steps. Employers should do this while excluding personal feelings and communicate in as short and simple of a manner as possible.

He continues the previous example involving the sales representative and suggests ways the manager could be more specific, including training on tone, posture, and sticking to the prescribed sales process.

Lee caps his advice off with a section on praising in public and criticizing in private. He emphasizes the importance of this principle in its potential effect of making or breaking an employee.

Praising employees' achievements in public can help encourage other employees to try and match the standard, thereby raising productivity overall.

On the flip side, Lee discusses how publicly criticizing employees can humiliate them in front of their team members, potentially hurting morale significantly and even pushing employees to want to quit.

Lee concludes the blog with an overview of his advice and urges employers to explore methods of communication that foster an open environment where feedback is not only freely given, but freely received.

Those interested in reading the blog in full can do so here.

Anyone with questions on the blog or on TimeClick's time-tracking product can speak to a team member over the phone at (435) 753-4102 or via chat at timeclick.com.

Source: TimeClick