How do you give feedback or feedback in the employee interview? Time for step 4 in the blog series on how to have the best possible employee interview in 7 steps:
When does feedback or feedback work best in the employee interview?
The basis for feedback is that the person receiving it feels that the person giving the feedback "wishes me well". It requires underlying factors to be "in place" such as respect for each other as persons. It is also important that the rules of the game are the same for everyone and that there is clarity in goals and direction. If there is not, there is a risk that feedback is perceived as reprimands or personal criticism.
1. A feedback clearly linked to the employee reporting what has been achieved results compared to agreed targets is a good starting point. Then it becomes clear that it is activities and results that are in focus, not the person. Practice makes perfect, so find routines where you regularly review what has been achieved and how it relates to the goal.
2.Sometimes feedback is about behavior and performance, not just what has been done. Set then questions to the employee. What do you think yourself? How did it go?? Could you have done something differently? Anything you did particularly well?
3. If you have common values that guide how you should behave towards each other, these can be said to be the "goals" and it becomes easier to compare certain behavior with these goals or values. Then the feedback given is not so targeted people but more against the person behavior, which is easier to absorb.
4. A good rule of thumb is to try to give negative feedback individually and only as development tips and after you scounted questions about what the employee himself thinks. Positive feedback and praise can be given both individually and in joint meetings.
(After a while can even negative feedback is given about achieved results together, if the feeling is established that the team wants to help each other succeed better. A well-functioning team, sure of values, game rules and direction can also provide developmental feedback of behaviors in a developmental way. Especially when you have a previous "agreement" about how the workplace should be, what behaviors you want to see and where you help each other stick to it. Preferably with a smile and a pep talk.)
Do you want to read the previous step about the art of listening, click here on step 3.
In step 5 in our series in having a good employee conversation, it's about what motivates us.
Now that you're starting to get a handle on what an employee interview should contain - please read our 7 tips to avoid in the employee interview here.
Read about the different steps in the employee interview here:
2. Create a good conversation climate
4. Provide high quality feedback
Here you can request a demo of Yesbox platform for digital employee interviews or download our template for employee interviews.
