As a manager, giving feedback is perhaps your most crucial task. Are employees receptive to the way you give criticism?
Does your feedback encourage employees to perform, or does it create resentment? Does it improve morale? Do your methods keep them in line with business objectives, or does it become a source of distraction?
There are some practical questions you should ask yourself, to rate the value of the feedback you provide. In an ideal corporate environment, feedback helps employees understand the reasons behind inconsistencies in their performance and recommend improvement.
Feedback should encourage employees’ career development. Unfortunately, the opposite often happens.
Managers make certain mistakes, sometimes unintentionally while giving feedback to their employees. These mistakes contradict the exact purpose of feedback, thereby jeopardizing the relationship between managers and their subordinates.
Consider a few ways your feedback strategy may be less than perfect: