Five Feedback Styles That Prompt Action

Providing feedback does not always produce the desired result. Beyond making sure directions are clear, managers need to understand what motivates their employees. Try these five approaches to inspire action and reduce repetitive conversations.

Focus on increasing efficiency and saving time

Phrase your feedback as “this will save you time in the future,” “this is a new way to think about things,” or “you may be duplicating steps in your process” for employees who value efficiency. They may be failing to complete the task simply because they are stretched too thin. High performers who are juggling multiple priorities may feel overwhelmed by their workload. Sharing feedback in the form of a process improvement will produce positive results for everyone.

Setting limits

Some employees work best in environments where roles are clearly defined. Others don’t view their work as the end product and consistently rely on their colleagues to check in on their work. In both cases, using feedback to set clear boundaries can have a powerful impact. Telling them, “I don’t have the capacity to do a full assessment,” or simply, “I can’t,” will help employees who need firm parameters. Stating boundaries may seem unkind at first as a people manager, but it’s a way to respect your time and theirs. Let them know that instead of using the time to check in on work, you’re happy to discuss how you can help them achieve their long-term goals.

Focus feedback on how it helps the team and the business

Looking at the big picture can motivate individuals, and it’s important for all teams to take a holistic view. This style of feedback works well for employees who need to understand how their tasks relate to team and business progress. They value collective accomplishments over individual performance. For example, they might say, “As a team, we all need to…” or “How does this impact what we’re trying to accomplish…” Framing a small task from a larger ecosystem perspective will help employees better understand the logic behind it.

Self-improvement goal

While some people prioritize community outcomes, others seek personal accomplishment and personal growth. Connecting specific feedback to how it will improve them in the long run will help them achieve their goals. A manager providing feedback might relay “once you master this task, then we can focus on something else.” or “this is how this helps you in your next role.” Employees with strong ambitions and career goals will receive this style of feedback well and take concrete action.

Align with the company’s mission and culture

Structuring your feedback to fit the company culture and mission works well for employees with integrity and alignment with company goals. Managers can start feedback sessions by saying “aligned with our culture…”, “this aligns with our goals…” or “this is how your work supports the mission…”. Being in line with an organization’s values ​​is very motivating for its employees. According to a Qualtrics study, employees who believe their company’s mission, vision, and values ​​align with their own are 70% more likely to recommend their employer as a great place to work.

This can seem confusing when providing feedback and it doesn’t produce the expected course correction. Different approaches will resonate with different people. You can use one or more of these methods above and see which one works best for you. Building feedback tailored to a person’s intrinsic motivation will not only benefit their progress, but will also have a positive impact on your working relationship with them.