The art of evaluation: How constructive feedback succeeds

Particularly due to the changing demands of Generation Y, the pace of modern working life and the growing competition from start-ups, feedback is also becoming increasingly important in the world of work. "Although a top-down culture still prevails, especially in German companies, a rethink is now taking place here. The renaissance of conversation is breaking up old command-and-control structures," reports communications expert and conflict manager Peter Kleinau of Executive Mediation GmbH, based in Königstein (Taunus), Germany. As a motivating factor, regular feedback promotes employees' identification with their tasks and at the same time acts as a central lever for recognition and appreciation. A good communication culture even influences sick days, staff turnover and the attractiveness of companies. Nevertheless, both employers and employees often find it difficult to give the right feedback. To ensure that good feedback is successful, there are a number of things to keep in mind.

Know yourself and your counterpart

"In order to give constructive feedback, it is helpful to get to know the character of the other person," says Peter Kleinau. Everyone reacts differently to feedback and consciously or unconsciously displays certain behavioral patterns. For example, some prefer clarity, while for others this kind of argument can already be too much. "Criticism is judged differently depending on how it is perceived. For a constructive exchange, it is therefore advisable to know not only your own intentions, but also the values and motivations of those involved," recommends Peter Kleinau. A basic prerequisite for this is the ability to detach oneself from the fixation on one's own person, to change one's perspective and to put oneself in the shoes of others.

Feedback to feedback

Professional feedback is the alignment of expectations and perceptions. This can only work really well if mutual expectations have already been discussed in advance. "In principle, it is important to discuss how to deal with criticism within the team," says Peter Kleinau. However, promoting open communication processes requires space and time. "Bosses and employees should therefore jointly agree on how often and in what form expectations should be clarified and how they would like to receive feedback. In addition, the individual perceptions of everyone involved must be respected. This builds trust across the hierarchy," advises the expert.

Dialog is not a one-way street

A one-on-one meeting once at the end of the year, so the widespread opinion, is enough to show which points still need to be worked on. But instead of making their own suggestions for improvement, employees often let their bosses do the talking - communication remains one-sided. "There is often a world of difference between what managers think is necessary and what employees want or need," explains Peter Kleinau. As a result, motivation suffers. In the worst case, a state of resignation sets in and clouds the relationship between manager and employee. "This is where critical feedback can be trained," adds Peter Kleinau, advising both sides to seek regular discussions, ask for honest input and listen actively.

Out of the method jungle

Sandwich, flashlight, or a traffic light after all? Instead of focusing on content, criticism is often all about rules, beliefs, and step-by-step instructions. This increases the complexity of the conversation, puts method ahead of content, and puts pressure on the feedback provider. "This is counterproductive," says Peter Kleinau. To establish good team communication, the first step is to create an awareness of successful dialog. In addition to studying classic communication models, training courses or moderated workshops can help here.

More information: Executive Mediation is a consulting company with offices in Königstein im Taunus and in Erfurt, which accompanies organizational changes primarily in medium-sized companies.