Every employee wants to know: How am I doing? Where do I stand? What do you think? The way negative feedback is delivered can make a significant difference in an employee’s performance and growth.
Not giving feedback contributes to unhappy, disengaged employees who lack clarity and confidence. The lack of feedback, unfortunately, and inevitably leads to a loss of talent over time.
Giving feedback is a planned conversation that happens at regular intervals, whether positive or negative. It starts with a person’s talents and strengths, then leads into an open discussion about blind spots and issues that may have arisen in their surroundings.
A difficult conversation to have
These conversations, especially those that need to be critical, are never easy to have.
Most managers will tend to put them off for as long as possible, waiting for the right moment, but, by that time, the issues may have piled up somewhat, tipping the conversation so that no good can come out of it. The truth is, feedback of any kind should improve the behavior of the person involved. It’s not about telling people what to do or how to do it – that would be mistaking the process for the result.
Here are some tips to guide you in delivering negative feedback more constructively:
1. Balance the negative with positive
Offering positive feedback will tip the scales, so that input of some description is understood, and negative feedback is possible to be a part of the conversation. Start with an acknowledgment. Focus on the positive while directing the conversation towards how you are going to achieve a more positive outcome.
2. Ask self-evaluation questions
Bringing the other person into the conversation involves them in the solution. Frequently, they may have an idea about improvements to help achieve the desired result. You could ask things like, “what could we have done better?” or “how can we improve?” Inviting the employee to participate in a shared plan involves them in the process and removes the separation often felt when negative feedback is on the table.
3. Be willing to accept feedback in return
To “walk the talk,” you should be able to accept negative feedback as well. If your employee has concerns about anything that may impede their progress towards the goal, you need to hear it. The honest discourse always results in a more open and fruitful relationship. Encourage feedback and place a high value on it rather than being dismissive or ambivalent. An employee that feels they are being heard is far more likely to listen to what you have to say.
4. Listen first
While the concerns that warrant the conversation are foremost, keep in mind that there may be mitigating circumstances that, while they don’t provide a basis for the behavior, may explain it somewhat. Listen to what they have to say. What factors or conditions trigger stress? What one change would have the most significant potential toward achieving success?
Good employees need regular feedback—both negative and positive—to thrive and grow. If you struggle with delivering negative feedback to your employees, reach out to find out how we can help.