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BEST WAYS TO MAKE GIVING NEGATIVE FEEDBACK A POSITIVE EXPERIENCE

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GreenThumbs
GreenThumbs

One of the toughest things you have to do as a manager is to give employee feedback, especially the negative kind. In fact, so many managers avoid giving feedback altogether because it is such a stressful and emotionally fraught experience. When feedback is tied to someone’s livelihood, emotions are bound to run high. Giving negative feedback, implies that you’re wading into an extremely sensitive territory. You don’t want to demotivate an employee or make them think you are out to get them. You don’t want the feedback to backfire. Really, can criticism ever be constructive? Let’s admit it, no one likes to be told they are doing a less-than-perfect job. It’s not easy to hear about our shortcomings. Even the best of us have suffered the self-doubt, defensiveness and insecurity that often follows feedback. Yet, feedback is the backbone of management. Honest, thoughtful feedback is an important and valuable tool for building not only a good team, but a good business. Operating without feedback is like driving a car with no front/rear view or cooking without ever tasting your food. In fact, employees who don’t receive any feedback at all can feel neglected, unimportant and unnoticed. Here's how to give constructive feedback without the unwanted and unpleasant repercussions.

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How To Give Negative Feedback To Employees By GreenThumbs
Plan what you’re going to say Have a plan, practice what you’re going to say and how you’re going to say it. The words you use will matter a great deal. So choose them wisely. Your attitude, your tone and the care with which you deliver the feedback may matter as much as, if not more than, the specific facts.
Self-Review Have them review their own performance and ask questions that drive self-evaluation. Letting someone explain themselves gives them an opportunity to save face. And who knows you may uncover facts or information you were missing.
Be direct, be specific Explain exactly what you’re criticising. There’s no point in telling someone they’re not punctual”. Give specific examples and specific suggestions for improvement. Letting someone explain themselves gives them an opportunity to save face. And who knows you may uncover facts or information you were missing.
Get your emotions in control Regardless of how upset you are, never use feedback to vent out on a person. If tempers are hot, take the time to let things cool down before having a feedback discussion. It helps to remind yourself that the intent of feedback is to promote improvement and not make yourself feel better.
Praise in public, criticise in private While public praise is optional, keeping criticism private is a cardinal rule of management. On the other hand, when negative feedback is kept between two people, it is much less likely to trigger a defensive reaction. Even after the session is over, never ever share that conversation with a third party.
And never in writing Given its impersonal nature, it is often tempting to use email as a feedback delivery tool. If you absolutely must use email for the task, remember to choose your words even more wisely than in a face-to-face feedback session because whatever you put down there will be recorded for posterity and may be quoted any time.
57% OF EMPLOYEES APPRECIATE NEGATIVE FEEDBACK.
Don’t make it an annual event Make it monthly, if not weekly. Like they say, strike the iron while it is hot. It is important that negative feedback is not made a part of pay or promotion discussions – as is typical in annual performance reviews.
90%OF MILLENNIAL EMPLOYEES WANT FREQUENT, CANDID FEEDBACK.
Don’t swamp Feedback is best delivered in small doses. When you stockpile too much and then let go in one instance, it may seem like a lot of negativity to the recipient. If you have more than three items for someone to address, break them into separate sessions.
Be willing to accept feedback too Feedback is supposed to be a closed loop. That will happen only when you allow the other party to speak and be open to their feedback. A 360 degree feedback will allow your subordinates and peers the opportunity to express themselves candidly.
Follow Up Just telling someone that they need to improve is never enough. If you want to see real change, you have to give them specific goals, a plan to achieve them and a timeline to follow. Also, be prompt with appreciation. If you notice the person following the plan and making efforts to improve, point this out.
Talk to Us LET'S BRAINSTORM MAILING ADDRESS E 53/54, 3rd Floor,Sector 3, Near Sec-16 Metro Station, Noida, Uttar Pradesh - 201301 PHONE NUMBER +91 - 8822353535 EMAIL ADDRESS contact@greenthumbs.in

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BEST WAYS TO MAKE GIVING NEGATIVE FEEDBACK A POSITIVE EXPERIENCE

  • 1. How To Give Negative Feedback To Employees By GreenThumbs
  • 2. Plan what you’re going to say Have a plan, practice what you’re going to say and how you’re going to say it. The words you use will matter a great deal. So choose them wisely. Your attitude, your tone and the care with which you deliver the feedback may matter as much as, if not more than, the specific facts.
  • 3. Self-Review Have them review their own performance and ask questions that drive self-evaluation. Letting someone explain themselves gives them an opportunity to save face. And who knows you may uncover facts or information you were missing.
  • 4. Be direct, be specific Explain exactly what you’re criticising. There’s no point in telling someone they’re not punctual”. Give specific examples and specific suggestions for improvement. Letting someone explain themselves gives them an opportunity to save face. And who knows you may uncover facts or information you were missing.
  • 5. Get your emotions in control Regardless of how upset you are, never use feedback to vent out on a person. If tempers are hot, take the time to let things cool down before having a feedback discussion. It helps to remind yourself that the intent of feedback is to promote improvement and not make yourself feel better.
  • 6. Praise in public, criticise in private While public praise is optional, keeping criticism private is a cardinal rule of management. On the other hand, when negative feedback is kept between two people, it is much less likely to trigger a defensive reaction. Even after the session is over, never ever share that conversation with a third party.
  • 7. And never in writing Given its impersonal nature, it is often tempting to use email as a feedback delivery tool. If you absolutely must use email for the task, remember to choose your words even more wisely than in a face-to-face feedback session because whatever you put down there will be recorded for posterity and may be quoted any time.
  • 9. Don’t make it an annual event Make it monthly, if not weekly. Like they say, strike the iron while it is hot. It is important that negative feedback is not made a part of pay or promotion discussions – as is typical in annual performance reviews.
  • 11. Don’t swamp Feedback is best delivered in small doses. When you stockpile too much and then let go in one instance, it may seem like a lot of negativity to the recipient. If you have more than three items for someone to address, break them into separate sessions.
  • 12. Be willing to accept feedback too Feedback is supposed to be a closed loop. That will happen only when you allow the other party to speak and be open to their feedback. A 360 degree feedback will allow your subordinates and peers the opportunity to express themselves candidly.
  • 13. Follow Up Just telling someone that they need to improve is never enough. If you want to see real change, you have to give them specific goals, a plan to achieve them and a timeline to follow. Also, be prompt with appreciation. If you notice the person following the plan and making efforts to improve, point this out.
  • 14. Talk to Us LET'S BRAINSTORM MAILING ADDRESS E 53/54, 3rd Floor,Sector 3, Near Sec-16 Metro Station, Noida, Uttar Pradesh - 201301 PHONE NUMBER +91 - 8822353535 EMAIL ADDRESS contact@greenthumbs.in