Improving business communication can consist of several different things, and one of them includes providing constructive feedback. To enhance your business communication, you should provide feedback to your employees in a way that carries an impact. You can make your feedback, ideally, have the impact that it deserves by checking the delivery, as well as the approach that you use whenever you are using this form of business communication in the workplace. Giving feedback will make a world of difference, especially if you can prevent a defensive or negative response.

Business Communication: Constructive Feedback and Tips

1) Give Specific Feedback

Whenever you need to offer feedback, remember that this kind of business communication will benefit from specificity. For instance, you can mention to an employee that the report that they turned in was well-written, comprehensive, and made their points about something they mentioned clear. Something vague like “good report” will not work because the statement is just too general for the individual to improve on.

2) Whenever Possible, Give Feedback Only When Requested

One rule of business communication that helps is asking permission to offer feedback to people. You can say that you’d like to offer some feedback about a specific task and ask if that’s okay with them. This approach will give the employee a sense of control over this situation which can be desirable. This will give them the chance to set a time for the next day and use that day to think about their performance. 

3) Offer Feedback Around a Specific Event

Whether the offered feedback is positive or simply constructive, another rule of business communication involves providing the information required as close to the specific event as possible. This will ensure that the individual can connect their feedback well with their actions. Effective feedback should be well-timed as having to recall a few days after is not ideal.

4) Effective Feedback is about “What” or “How”, Not “Why”

During business communication, asking why is like asking staff about their personal motivation. This can provoke defensiveness from whoever is receiving the feedback. You should ask what happened, how it happened, how that outcome can be prevented in the future, how you could have assisted and what they’d need from you in the future.

5) Use a Feedback Loop

Business communication benefits from the utilization of a feedback loop. A feedback loop like asking an individual a question or closely observing their transformed behavior enables you to be informed that they understood whatever you communicated. You can set a time to regroup and discuss whether the offered feedback changed their performance and figure out whether any other additional actions are required.

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