The Right Way to Give a Feedback for Junior Developer

Given that you don’t know what sort of personality is involved, giving input to software engineers might be a challenge. However, this may be used to create and sustain a high-performing and engaged engineering team that produces results, but only with the appropriate plan in place.

People who may profit from your words should be spoken to, according to Confucius, who lived in the 5th century B.C.

Though feedback has been discussed for centuries, we’re still not very adept at communicating complex signals. According to Gallup, fewer than 26% of employees strongly think that feedback helps them improve their performance at work.

Then, what are they doing wrong?

We want to share some pointers on how to become a successful engineering manager that supports their team and encourages their staff to be the best they can be. That’s why today we bring you some ways to give feedback for junior developer example because the way that words are being said matters a lot. We should all acknowledge that words when they get out of our mouth in many cases, don’t sound the same way as they used to in our head. That’s why before saying something to anyone, not just your employees, you should ask yourself twice whether those words were directed to you would hurt you, because in many cases, we can hurt someone without it being our intention in the first place. Do you know that proverb that says, “a good word can open a gate made from iron?”

You Shall Avoid Textual Forms of Communication

Our go-to tool for anything from software development to casual talk, Slack, may not be the greatest solution for providing constructive criticism to software developers.

In some cases, textual forms can be. However, it’s possible that the employee will misinterpret your message, causing more problems than they solve.

In order to prevent deceiving your engineers, refrain from utilizing deceptive communication methods while giving them feedback might be crucial. One-on-one contact is preferable. As a remote team, you may have to attend one-on-one meetings utilizing a video conferencing application such as Google, Zoom, or any other program you want to use.

Careful Planning Is Vital

Planning is the key to success in any undertaking. When starting a business, climbing Mount Everest, or throwing a surprise party, you plan carefully. Feedback to your software developers should be treated in the same way. Likewise, a manager’s preparation for a one-on-one meeting with an employee is expected.

Avoid Giving Feedback That’s Too Indirect or Too Direct

It’s because of the way managers deliver feedback that is often ineffective. For example, some supervisors are overly oblique in their comments, while others are too clear in their feedback. Because the employee’s brain may not notice that feedback is being offered when a manager offers indirect feedback. As a result, they may be unsure of what is being communicated by the boss or how. Furthermore, employees get defensive when managers provide overly frank comments.

Which course of action should you take?

If possible, provide precise comments while keeping in mind the person’s culture and mindset. There is a simple reason for this: people from various cultures interpret feedback differently.

Be Specific

“You need to be more reliable,” or “You could be more proactive,” have you ever stated this to an engineer in some kind of a one-on-one meeting? In order to make these vague statements more precise, a good engineering manager would have to rewrite them.

If you provide software engineers detailed feedback on their behavior, they will be able to determine which behaviors are suitable for them.

Whenever you provide precise feedback, you’re letting your employee know what they’re doing well and where they need to do better.

Contrary to less detailed feedback, this can lead to a more remarkable performance in the long term. You wouldn’t want you to be the cause of more misunderstandings in your team, right? That’s why today it’s a great day to start giving more constructive advice to your employees. 

End on a Question

A question at the end of your comment allows for a dialogue. As a matter of fact, it’s at this point when the most important portion of the discussion begins. You and the engineer now have the chance to discuss alternative solutions to the problem.

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