The ability to give constructive feedback to employees might be the most important skill a manager can have. Whether you’re a licensed professional running your own practice or a unit supervisor in a large corporation, you need to know how to guide individuals with a variety of personal interests to align their goals and actions with what is needed to keep the business profitable. Otherwise, none of you will have a job for long.
Although it is designed for giving feedback on recordings members make in my Videosocials networking group, the EASMS formula can be easily adapted for employee feedback. In this post, I will discuss the format and how to adapt it.
The EASMS Video Feedback Formula
When giving feedback on three-minute videos, the desired result is a video that attracts viewers who can be helped by the information provided. So, we consider:
- Energy – Does the speaker’s tone match the topic? We don’t typically want to create a video about funerals, for example, with too much enthusiasm.
- Appearance – Not judging an individual’s appearance, which is typically irrelevant in a professional setting, we discuss, lighting and video frames. We also consider whether the background is clear of distractions, so viewers can focus on the speaker.
- Structure – Can we easily follow the message? If the message is not clear, the structure is often the problem.
- Memorable – What stood out most about the video message? Was it a statistic, a little known fact, or something else? We help each other make sure we’re communicating what we want to.
- Shareable – Is this something we would feel confident sharing with a loved one or colleague who might need information on this topic? If not, we give suggestions for improvement. If so, we also share what we’d like to know next on the topic.
EASMS in the Workplace
Translating the EASMS formula to the workplace, we might give them feedback on topics such as:
- Energy – Does the employee exhibit an appropriate amount of enthusiasm and curiosity about the work?
- Appearance – Still being careful not to judge an individual’s aesthetic appearance, is the employee groomed and dressed in ways to stay safe and keep their focus on the clients they are serving?
- Structure – How well does the employee structure daily tasks? Are high-quality results being delivered on time?
- Memorable – What stands out most about the employee? If it’s anything but good work, there could be a bias in play, or you might have put the wrong person in this role. Do your due diligence to make sure you solve the correct problem.
- Shareable – Is this someone you would feel confident recommending for a promotion or other opportunity? If not, what needs to change? If so, what types of opportunities do you see available for this individual, and what can you do to help prepare both of you for them?
Skills for Success in the Workplace
- Reliability. This is part of integrity. It’s not enough to say you will be at work, on time, and prepared, you have to do it–even on the days when the work is boring, stressful, or conflicts with your fun schedule. Honor your word, so you don’t spend unnecessary time apologizing, making amends, and waiting for your employer to trust you again.
- Effective Communication. Keep your discussions focused on business or project goals. Offer solutions to challenges. Avoid gossiping at work. Ask for specific help, such as additional training, when you are struggling. Don’t make people guess.
- Adaptability. The world and your workplace will continue to change, and you must adapt. Remain flexible in your approach and you will see opportunities to make a significant difference in your performance, as well as your reputation.
- Problem-Solving. Train yourself to identify problems and brainstorm creative, cost-effective solutions, rather than simply complaining when work isn’t going as planned.
- Teamwork. There is no such thing as a self-made success. You will need to collaborate with others from a variety of backgrounds, who have different skills and expertise. This diversity typically benefits to the creative problem-solving process and improves results.