|
Part of the job of managing people is the necessity of telling an individual that something is wrong. This is a difficult task, and one that some managers will avoid for fear of generating hostility.
Delivering negative feedback can be uncomfortable and difficult. People feel the effects of negative thoughts in a more pronounced way than positive ones.
The more negative the message, the less likely it is that the leader will put in the effort required to communicate with clarity and that will lead to trouble. The difference between what managers assume their employees have understood and what their employees actually understand will increase as the feedback becomes more negative.
When the manager fails to face the issue directly, the direct report may be aware of concerns but not motivated enough to rectify the situation. The result is a downward spiral. When you give negative feedback, it is essential to avoid misunderstanding by clarifying exactly what you mean.
Here are some critical tips for giving effective feedback:
- Be immediate. Give the feedback while the individual can act on it.
- Be positive. While most of the message may be negative, its conclusion should be positive.
- Be honest. Avoid the “sandwich technique” which delivers criticism only when surrounded by praise
- Be specific. Identify exactly what went wrong and what could be improved.
- Be reasonable. Don’t overload the person with too many things to fix. Choose the two or three most important elements that require attention and leave the others alone.
Negative feedback can have a positive effect when delivered carefully, accurately, and compassionately.
|
