They say that the ‘”truth hurts.” This is indeed true most of the time, and that’s why it’s no surprise that a lot of people chose to keep their mouths shut when they should be giving valuable feedback. Being honest is a tough job not only when you may wish to hide something but also when you wish to correct a mistake. This is a common problem not only in the personal lives of individuals but at the workplace as well. The most common scenario is that bosses choose not to employ the practice of candid feedback due to fear of losing their new employees. Due to this neglect, employees may become confused about their actual performance in relation to their perceived performance.

I can still remember my very first job I got right out of school. I can also remember being frequently criticized by my new employer. Though I admit it was irritating, it helped me a lot in improving myself. I can now really appreciate employers that are not afraid to voice their opinions regarding someone’s job. This is very important because it gives workers awareness of the things that they may be able to aptly improve, as well opening new ideas on how to produce a better end-product.

So why is it that a lot of bosses are so hesitant when it comes to giving feedback? It is very predictable that they simply don’t want to cause tension with their employees. The key here is how and when employers should deliver their comments, not if they should at all. It has been found that the best rhythm in which to provide critical assessment is about once a month. Doing it will thoroughly evaluate the performance of a person within a reasonable, and meaningful period of time. You cannot say that within just a week, a worker has had a sufficient amount of time to display consistently good or bad work that falls completely outside of what probability may offer; hence a month’s observation is the most reasonable.

How an employer delivers his/her feedbacks must also be put into consideration. They must keep in mind that the reason why they are doing it is to help their employees develop their work skills and ethics, instead of just taking advantage of a convenient forum with the sole purpose to cast insult or produce an annoyance. Focusing on improving the employee’s performance while at work must be the intention. Attack on someone’s personal life must be avoided at all cost. Bosses need to show that they are sincerely concerned about the improvement of their people and that they expect positive results out of those feedbacks.

Employers must prepare themselves prior to giving out comments. They should know precisely the basis as to why a particular employee is being given negative feedback. Knowing the cause of a situation is of great significance. Suggesting a means of solving the issue or at least preventing it from happening again is the goal.

It’s indeed crucial that employers are open to giving feedback to their workers so that they can guide those people that work for them in the proper way of performing their duties. Moreover, it will be beneficial both to the company and to the employees: for it will enhance their knowledge and skills, thus resulting in a great job performance.