There
inevitably comes a time when a manager has to give negative feedback. It’s
inevitable. No employee is perfect. Everyone can use a little
improvement. The tricky part is providing feedback in a way that doesn’t
send the employee spiraling into a pit of despair and self-loathing. That’s one
way to get on the bad boss list.
When it’s time
for the annual review, or even a much-needed discussion with an underperforming
employee, don’t hide from the impending uncomfortable situation. Negative
feedback can be dished out in a way that doesn’t damage egos, or send employees
packing. In fact, when given in a positive way, negative feedback can be very
motivational and inspiring.
An article from Psychology
Today explains
how to give good constructive feedback using the sandwich method. Start with a
compliment, gently add what needs improvement, then top it off with another
compliment.While this method can be applied to giving feedback almost every
time, here are some additional tips for giving negative feedback in a positive
way:
1. Discuss the objective issue, not the person. Don’t
make statements that personally call out the employee like, “you should,” “you
didn’t,” or “your skills.” Instead, discuss the issue by saying, “customers
can’t get what they need,” or “this isn’t clear.”
2. Talk about what’s going well. It’s
easy to get wrapped up in everything wrong with a situation. However, employees
can’t replace the void of knowing what not to do without knowing what to do.
Compliment the employee on her strengths. Encourage the employee to do more of
what she already knows how to do well. Then, when you give the negative
feedback, the employee won’t feel like everything she does is wrong.
3. Show the numbers. A
big-headed employee might have a tough time believing he isn’t getting the job
done. Or, perhaps the employee needs a visual to understand the concern. A
visual performance report can help demonstrate issues with data to help
everyone understand the big picture goals.
4. Get on the employee’s level. One
of the worst things that can lead a review conversation awry is the employee
feeling at a lower level of intelligence or skill. Don’t talk down to the
employee, as if he is less intelligent because his performance is suffering.
Try to find the source of the problem. Relate to the employee by sharing a
personal story about a similar problem, and explain how it was resolved.
5. Reaffirm faith in the employee. Express
the importance of the employee’s valuable skills, and assure him he will
improve. Remind him he was hired for a reason. Feedback will only make him
stronger, as long as he channels it into accomplishing his goals.
While these are
immediate methods for giving negative feedback, planning ahead will help. A 2013 World at Work study found
64 percent of employers believe recognition has an extremely positive effect on
employee engagement and retention.
Throughout the
year, acknowledge anniversaries or any significant personal achievements
employees make from the start. A company can do this regularly, giving out
awards to keep morale on a high level in general. Then, employees will be less
averse to negative feedback because it has been balanced by regular positive
feedback.
Overall,
when giving negative feedback, have a positive attitude and demeanor. Don’t let
emotions take over. Supporting the team by giving feedback is necessary, and
directly affects the success of the company. Plus, employees have an
opportunity to learn their strengths and areas of opportunity. So pull the
reports, relax, go forth and encourage the team!
- Matt Straz
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