Companies have understood this well, retaining employees is just as important as retaining customers. An employee who resigns because he no longer feels at home is not only a loss of money but also a significant loss of knowledge for a company. As the old saying goes (a little bit remixed to our sauce): "An employee who leaves is a library that burns". There are different ways to ensure the recognition of your employees, but one of the most important channels is feedback. However, this exercise can be dangerous. How to implement constructive feedback in your company? It happens here

Train managers to manage

Promotion to managerial rank is one of the best rewards for an employee. Leading a team, motivating it, transcending it, these are the challenges of a manager. But this rewarding experience can also turn into a nightmare if the promoted person does not finally know how to lead a team. As a result,people powered into these positions act with common sense, which can, insome cases, work very well but sometimes fail as well. Flipping a coin withthe commitment of your team is a too high risk for a company. Hence the importance of offering people management training to its managers and more specifically on the exercise of feedback.

The annual performance interview to give feedback? Yes, but...

The objective of an end-of-year interview is to evaluate an employee's performance and motivate him or her for next year. However, according toa UCL study, in 38% of cases, an employee will perform less well after his annual performance appraisal interview. This is because people conducting these interviews are not trained to give feedback to their employees. As a result, it is not uncommon to attend an assessment interview that is more like a personal attack than a constructive dialogue.

Develop a culture of feedback!

Nothing will replace a good training in people management, but at Frizby, we have a few tips to give you so that you can start setting up feedback in your company and that it passes like a letter to the post office.

How to give effective feedback to employee?

Here are some tips for building good feedback :

- Despite the emergence of new tools to exchange feedback, it must be given face-to-face (or video-conferencing for remote teams) and in an informal setting. Seeing yourself over a coffee is a way to break the image of the classic and formal interview in an office.

- In addition, feedback should be exchanged immediately after your employee has done a good or bad deed. On the one hand, so that he can rectify it quickly and on the other hand because a feedback received 6 months after a certain action no longer has much value.

- Individualizing your speech, showing variability and sincerity are essential elements when giving feedback. We discussed these elements in more detail in our previous article.

- A basic rule during these interviews is respect and appreciation for individuals. The goal is to build for the future, not to destroy your employee at the moment. Even if the message to be conveyed is negative, respecting the other person is essential.

- A good feedback must be a time for exchange, everyone has the right to speak. Banish the manager's monologue and give your employee the opportunity to speak!

- Feedback should focus on behaviour and facts, not personality traits, to avoid personal judgment.

A feedback can be a moment that your employee apprehends. Starting from a positive element, to gradually bring a more negative point is a good way to start the interview and thus not steer the individual sitting in front of you. Feedback will always remain a complicated exercise, but these different techniques will make your task easier and make feedback constructive for your employees.

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