Using the seven types of feedback
Think top-down feedback reigns supreme? Think again. The following 7 types of feedback tap into different aspects of your employee needs, company goals, and human resource processes. When used together, these methods offer a holistic approach for giving, receiving, and acting on employee feedback.1. Coaching
Coaching is the most common type of feedback. It's essential to employee development at all levels. Done correctly, coaching provides timely, constructive feedback to your employees,. This includes criticism, encouragement, and praise.2. Mentoring
Mentoring is like coaching at a high-level. This is an opportunity for your employees to seek feedback about their longer-term career direction and goals. Integrate mentoring into your regular check-ins. Let employees know you’re available for feedback upon request as well.3. 360 feedback
360-degree feedback lets employees receive confidential, often anonymous feedback from stakeholders. This can include their coworkers, direct reports, and managers. This lets you and the employee see how others perceive them, rather than depending on your view alone.4. Anonymous feedback
Anonymous feedback is valuable in sensitive situations. This mode lets the feedback provider safely and honestly share their thoughts. This approach is especially useful during times of organizational change or turmoil.5. Project retrospective
Also known as a post mortem. Project retrospectives provide teams with valuable insight into each stakeholder's working process. This type of feedback is especially valuable for identifying what went well, what can be improved, and what should not carry on into future projects.6. Peer-to-peer feedback
Employee reviews of their teammates are worth their weight in gold. These co-worker reviews grant you and the employee insight into how they work on a team. They also let team members know their input carries weight in your company culture.7. Bottom-up feedback
Managerial skill and style can vary widely within a single company. So it can be challenging to get an objective read on performance from top-down reviews alone. That’s why today’s top companies have discovered the value of flipping the script and tapping into bottom-up feedback. I.e., giving employees a voice by asking for their thoughts on leadership performance.Need to give your manager feedback? Read: How to Give Your Boss Feedback
Balancing positive and constructive feedback
Effective employee feedback is delivered in real-time. And — here’s the trick — in response to both positive and negative workplace behaviors. When we say, "balance positive and corrective feedback," we do not mean the "compliment sandwich” model. (That framework of compliment-correction-compliment can be confusing and sends mixed messages.) Instead, we urge businesses to take the time to identify and praise model employee behaviors. These can include taking initiative, collaborating with others, and discovering new efficiencies in old methods. Our guide, 50 Employee Behaviors to Recognize and Reward, can help make this easy.)Want to improve your 1-on-1 Sync-Ups? Read:
The Ultimate Guide to Effective 1-on-1s for Managers
By establishing positive recognition and constructive criticism as equally valid forms of feedback, companies build cultures in which feedback is seen as a welcome growth opportunity, rather than a feared punishment. In this environment, you and your employees can work honestly together to grow and drive employee performance and job satisfaction.
When and how to give feedback
Now that we've covered the 6 distinct types of feedback, let's look at when and how to use them, all year long.Sync-Ups
When held weekly, Sync-Ups offer a casual environment for providing feedback. So view these as opportunities to build the relationship between managers and direct reports. Sync-Ups are great for touching base on goals, providing meaningful coaching, and keeping tabs on an employee's emotional wellbeing. To get the most value from your check-ins, schedule them weekly, and structure them using WorkTango's Sync-Ups platform.Goal-setting
Goal-setting is an opportunity to discuss employees’ short- and long-term professional development and aspirations. So use goal-oriented feedback sessions to re-align employee performance to bigger company initiatives. Remember, setting goals at work is one of the most valuable ways to reconnect employees to their higher purpose and role in the success of your business.Quarterly Performance Check-Ins
Performance appraisals combine all feedback into one consolidated overview of the employee’s performance. These can incorporate 360 and peer-to-peer feedback, as well as manager input. (At WorkTango, we recommend a quarterly goal setting and review process.)Need to give feedback? We've got you covered. 20 Examples of Constructive Feedback for Performance Reviews