Feedback as a form of feedback is necessary to help employees or students improve performance. Feedback is not only important in itself, but is also a requirement in many companies and educational institutions. This is especially true if you have subordinates or if you are responsible for training other people. With more and more people working from home or remotely, email reviews have become increasingly important. If you're supervising other workers, you can provide feedback on their performance. If you are a teacher, you will often need to provide feedback to your students.Write a review to an employee by emailState the reason for your email. It can be specified in the subject line or in the text. As a rule of thumb, it's best to notify the person in the subject line or refer to assignment helper us so they know what to expect from the email. For example, use the subject line: “Answering a project proposal is a great start!”Start with a friendly line. This will show the person that you are giving feedback in a friendly, rather than critical, tone. This will increase the likelihood that the recipient will find your words constructive.Give credit to a job well done. Chances are, the recipient of the feedback has already put a lot of effort into the project you're evaluating. Mention it ahead of time so he knows you appreciate his efforts.Leave positive feedback first. Telling the person what they are doing right first will soften the criticism ahead. Be honest, but try to find something positive. You can focus either on the current task or on past work achievements.Formulate negative feedback in the form of advice. Even if it's more efficient to just make a list of required changes, it may be harder for the recipient to read and may become frustrated. Rather, imagine everything in the form of changes that you yourself would make.Explain your negative review. Point the person to areas of contention, explaining, if necessary, why this is a problem. If the criticism is due to a change in expectations or direction, communicate it by explaining why the change occurred.If your feedback is about a person's actions, always give examples of what you mean. For example, if you deal with unprofessional appearance in client meetings, give examples of what went wrong.Find out exactly how problems can be solved. It is unlikely that your review will be useful if it does not indicate options for solving problems. This can be anything (depending on the topic), from a list of specific fixes to a general list of things to target.Examples can be given of how to deal with problems. This is a great option if you have a specific solution in mind.Alternatively, you can ask questions that will help the person figure out how to fix things. This is great for problems that have multiple acceptable solutions.Remind the person of any possible consequences. Certain work issues may harm the organization and the employee should be made aware of this. In most cases, the consequences are minor, but sometimes, due to the dishonesty of an employee, you can lose customers or provide less efficient service. Depending on the situation, there may also be consequences for the employee if he does not change. Notify the subordinate in case of problems.End with a sentence to clarify and explain your review. It's a way to end an email on a friendly note and let the person know you're on their side. In addition, it will be more comfortable for him to ask for clarification if something from your words was not clear to him.Write a performance reviewSet a target for performance evaluation. Why are you doing it? Knowing the purpose will help you better formulate the review, and the employee will understand what to expect.Are you looking to improve employee performance? Are you conducting company-wide assessments to determine what type of professional development will bring the most value? Do you do a quarterly review?Tell the employee the goal when you provide feedback.Review the employee's previous feedback. This may include feedback from a past review, as well as informal feedback received during the evaluation period. Also, pay attention to how the person reacted to the previous review. Did he use it to improve his performance? Did he ignore it?If he reacted to past reviews, this can be noted as a plus in the new assessment.If the employee has not dealt with past feedback, both the original problem and the lack of initiative in resolving feedback issues can be discussed.Explain positive reviews with specific examples. It's always better to start with good comments. Tell the employee what he did right, specifying all his achievements. Be honest, but try to have as many positives as negatives.Praise the behavior you want to see in the future.Provide constructive criticism with specific examples. Focus criticism on what can bring the most benefit to your organization or the employee's work goals. Let him know that you notice that he is having difficulty and explain why this is a problem.Set performance targets for the next evaluation period. This will help the employee understand what he should focus on in the future and ask college homework help, and the organization will get what it needs from him. It will also make the review more useful because the person will know what to take away from the evaluation.Goals should be short and specific. For example: “Employee is required to average four sales per day”, “Employee should increase communication with customers”, or “Employee should receive leadership training”.Make sure that the employee's next assessment focuses on these performance goals, as that is what they expect.Offer professional development opportunities. Base your recommendations on the constructive criticism you provide. Depending on your resources, this could be workshops, training, homeschooling, or mentoring.Or you can even search for free courses online if resources are limited. Be prepared to change these recommendations after discussing the feedback with the worker. For example, he may request an upgrade that you didn't consider.In addition, it is worth taking into account the work goals of the employee. For example, if he wants to move to a managerial position, he can choose leadership training as a professional development option. Or, if he's interested in graphic design, you could let him take training courses so he can use those skills for your organization.End with a note of encouragement. No matter how bright a performance review is, no one likes to be pointed out weaknesses or told what needs to be improved. By encouraging the employee at the end of the review, you leave them in high spirits, not frustrated or exhausted.Say something like, “There were some unexpected hiccups last quarter, but you did a great job. We liked what we saw and look forward to seeing more good results this quarter.”Encourage a response from the recipient. This can be a verbal response after discussing the feedback with him or a feedback form to fill out. You will get the best response if you allow the employee to think about the performance evaluation and provide feedback without you being present.Ask the person to provide feedback on the rating you provided. For example: “If you could improve one thing about my review, what would it be?” or “Was the feedback clear and helpful?”Provide feedback to the studentMaintain a focus on student achievement. The purpose of the feedback is to help learners, so don't blame them for mistakes, but leave useful comments that will guide them to improve their performance. Consider this a guide, not just a criticism.You can provide written feedback on a variety of learning assignments, including written assignments, presentations, and projects.Leave feedback on both the content and performance. Both of these elements are important and students need to know how to improve their skills in both areas. This is especially important if the student is stronger in one area than in another. For example, a student may have great ideas and the ability to develop them well, but poor spelling and then you can ask chemistry homework help, incorrect punctuation, extra passages, and incoherent sentences.If you are providing feedback on an oral presentation or project, be sure to pay attention to each part of the assignment.For example, in the case of an oral presentation, feedback should be given on both its content and public speaking skills, while in a project, content, creativity, and execution may be assessed.Be specific in both positive and negative feedback. Comments like “good job”, “very good” or “needs improvement” do not tell the student what they need to fix or what they are doing right. For feedback to be effective, the student needs to know what was done right and what was not.Write something like: “The thesis is clear and well written, and follows the format we have been studying. On the other hand, thematic proposals could be improved because they are not connected to the thesis.”Suggest: "Your ideas are well developed, but I would recommend that you take additional classes so that we can work with commas and compound sentences."Add a mixture of positive comments and constructive criticism.Suggest ways to improve performance instead of fixing mistakes. You may note some errors, but you do not need to completely edit the work. Point out a problem that you saw in the assignment (for example, the use of extra commas), and then advise what skill needs to be improved.For example: “You used too many commas in your essay. I suggest you re-read the comma rules. If you come to additional classes, we can analyze them together using examples from your work.”Set priorities for the next project or task. This will give the student the opportunity to focus on moving forward. You can base the priorities on the learning goals or the needs of the student (depending on their work).Write: "Now I want you to focus on using the active voice and avoid too short sentences."Limit your review to one section or skill if you have a time issue. Focus on current learning challenges or the needs of the student you are assessing. Make sure students know that you are only grading parts of their writing so they don't think other sections are perfect.You can highlight or mark the section you are providing feedback on.Before returning assignments to students, let them know that you only provided feedback on a specific part.You can also let students choose which skill or area they want feedback on.Don't overwhelm the student. If he has a lot of mistakes, don't try to fix them all in one review, or the student might get frustrated. It's better to start with basic fixes or the simplest changes.For example, to begin with, it may be advised to avoid fragmentary sentences and look in the dictionary for words that the student is not sure about spelling.Or you can focus only on the learning objective to which the assignment relates.Motivate the student to keep working. End on a positive note, encouraging him not to give up. You can refer to other improvements that you saw in his task, causing him to desire to strive higher.Write something like, “I've noticed a significant improvement in your writing style this year and I'm sure you'll get the most out of my suggestions. Looking forward to your next essay!"More Resources:Invaluable HelpCHARACTERISTICS OF A GOOD TERM PAPERPractice different forms of writingTerm Paper WritingHelpful Tips for Writing a Successful Dissertation
