4 Examples of Vague Feedback That is Hurting Your Team and What to Do About It
I've seen my fair share of feedback given to employees. Unfortunately, I've also seen a lot of ineffective feedback that doesn't help employees grow or improve.
In this blog post, I'll outline problems for often-said feedback phrases. But, I won't just stop there. I'll also provide practical solutions for managers to deliver more effective feedback that empowers their team members. By the end of this post, you'll gain valuable insights into how to provide specific, actionable feedback that boosts productivity, communication skills, and overall performance.
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Good job or well done
Why is this a problem
While it's important to acknowledge when an employee has done something well, simply saying "good job" or "well done" doesn't provide specific feedback on what was done well. This type of feedback doesn't help the employee understand what they did right and how they can replicate that success in the future.
Solution
Instead of just saying "good job," provide specific feedback on what the employee did well. For example, "Your presentation was well-organized and engaging. I especially appreciated the way you used real-world examples to illustrate your points."
I know great talent when I see it and this person isn't it
Why is this a problem
Telling an employee that they're not talented without providing specific feedback on what they need to improve is not helpful. It's also hard for the employee to improve without knowing what they need to work on.
Solution
Instead of making subjective judgments about an employee's talent, provide specific feedback on what they need to improve. For example, "Your attention to detail needs improvement. I noticed several errors in your report that could have been avoided with more careful proofreading."
You need to be more productive
Why is this a problem
The problem with this feedback is that it doesn't provide any direction on what tasks or responsibilities require increased productivity. It can leave the individual feeling overwhelmed and unsure of where to start. It's important to understand that productivity is not just about working harder or longer hours. It's about working smarter and prioritizing tasks based on their importance and urgency.
Solution
Instead of telling someone they need to be more productive, provide specific examples of tasks or responsibilities that need improvement. Set clear goals and expectations for what needs to be accomplished and by when. Encourage the individual to prioritize their work and find ways to streamline their processes. Provide resources or support if needed.
You need to work on your communication skills
Why is this a problem
The problem with this feedback is that it doesn't specify which aspects of communication need improvement. Communication is a broad term that encompasses many different skills, such as listening, speaking, writing, and nonverbal communication. Without specific feedback, the individual may not know where to focus their efforts and may feel discouraged.
Solution
Instead of giving generic feedback about communication skills, be specific about the areas that need improvement. For example, if someone needs to work on their speaking skills, provide examples of situations where their communication could be improved, such as during presentations or meetings. If someone needs to work on their writing skills, provide specific feedback on their grammar or organization. It's important to provide constructive feedback that is actionable and specific.
Conclusion
Vague feedback can be unhelpful and demotivating. It's important to provide specific and actionable feedback that helps individuals and teams improve. By focusing on specific tasks and responsibilities that require increased productivity and specific aspects of communication that need improvement, individuals can make measurable progress and feel more confident in their abilities.
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