Providing meaningful and constructive feedback to your employees is one of the most vital aspects of building and maintaining a productive and successful team. In a study by Officevibe, an employee engagement solutions company, businesses that implement regular employee feedback experience 14.9% lower employee turnover rates than companies that don’t focus on this area. Likewise, 40% of employees are actively disengaged when they get little or no feedback. Regardless of providing recognition or constructive criticism, your employees want to know how they are doing through meaningful feedback. So, we want to know what you think is the best way to give constructive feedback—sound off by participating in this month’s poll!
Definitely one on one for constructive feedback. Recognition on the other hand, I would say that’s a group setting! Everyone wants their coworkers and other managers to know if they went above and beyond and are being recognized. This also provides motivation and incentive for others who get to see the recognition ceremony.
ONE ON ONE IS THE BEST
Coaching for success
One on one for constructive feedback is always best and doing it timely is most effective. Both one on one recognition and in a group setting are effective and motivational.
One on one feedback is a great way to give constructive feedback but at the same time I feel that giving feedback could also be helpful in a group/peer setting. The reason being it allows for open conversations and suggestions on how to improve and what works for other people that may not be struggling in that area. I think that one on one is great but at the same time so is allowing a team to work together to help everyone improve.
Yes, one-on-one works well. As a professor at Community College of Denver, I always fit in one-on-one time with my students in addition to the feedback they get as a class.