Why Constructive Feedback Matters in Performance Appraisals
Here’s why fair and constructive feedback is crucial:
Constructive feedback isn’t just about improvement—it helps create a workplace where employees feel valued, supported, and empowered to grow.
Giving Feedback: The DEI Lens
- Use the SBI Model (Situation-Behavior-Impact)
- Situation: “During last week’s client presentation…”
- Behaviour: “You spoke too fast and avoided eye contact.”
- Impact: “This made the client less engaged.”
This structure minimises bias by focusing on observable actions, not personality.
- Balance Praise and Growth
- Start with strengths: “Your data analysis in the Q4 report was exceptional.”
- Transition gently: “Let’s work on simplifying technical jargon for cross-team clarity.”
- Close with encouragement: “I’m confident you’ll excel—just like you did with the onboarding project.”
- Avoid Destructive Language
- ❌ “You’re disorganized.”
✅ “Using a project tracker could help prioritize deadlines.”
Destructive feedback erodes confidence; constructive feedback aligns with DEI initiatives at work by respecting individuality.
Receiving Feedback: Building a Growth Mindset
- Practice Active Listening
- Pay attention to verbal and non-verbal cues.
- Reflect your understanding for clarity: “You’re suggesting I delegate tasks earlier to avoid bottlenecks?”
- Separate Emotion from Insight
- View feedback as data, not judgment. For example:
- “My manager noted I dominate meetings—how can I create space for others?”
- Act and Follow Up
- Share your plan: “I’ll pause and ask for inputs from other team members.”
- Schedule a check-in to discuss progress.
DEI Initiatives at Work: Combating Bias in Performance Appraisals
- Train Leaders on Recognizing Bias
- Teach managers to recognise bias (e.g., affinity bias toward employees with similar backgrounds) and mitigate against it.
- Review Performance Management processes
- Look at data around promotions, increments, and other modes of advancement in the workplace and check if they are equitable.
- Track DEI Metrics
- Monitor appraisal outcomes by demographics. For example:
- Are women receiving equitable promotion feedback?
- Do neurodiverse employees feel supported?
How Can Kelp Help Your Organisation?
Conclusion
Performance appraisals rooted in constructive feedback and DEI initiatives don’t just improve individual performance—they build cultures where every employee feels valued. By addressing favouritism, creating objective and transparent processes, and prioritising inclusivity, organisations can turn appraisals into engines of growth and belonging.
Kelp empowers teams to make this shift. Ready to redefine your approach? Let’s ensure your next performance appraisal cycle is both equitable and transformative.
“Feedback is the breakfast of champions.” – Ken Blanchard
Let’s make it nourishing for everyone.
