Unfortunately, managers don’t always give positive feedback and sometimes they have to give negative feedback also to keep all employees informed and to help them reach their full potential. While giving negative feedback is not an easy task, you can make the process easier by following the tips below.
- Submit feedback privately: Never give your employees negative feedback in front of other team members as they may be offended. Also, do not send negative feedback by email. It is very easy for people to misunderstand email. Always arrange a private meeting and conduct the discussion personally.
- Be constructive, not destructive: Don’t attack your co-workers and mention all of their negative behaviors. Try to explain the results of their negative behavior and tell them how to fix it. For example; The reports you create do not reflect this. That’s how we lose money. However, if you prepare your reports differently / as we showed you / x way, we can differentiate ourselves from our competitors / we make time and money.
- Do not wait: Don’t wait until your next performance review to provide your feedback. Be on time and provide positive and negative feedback on a regular basis. When giving feedback becomes part of your weekly routine, your reps won’t get upset and your feedback won’t lose meaning due to timeouts.
- Give the other person a chance: Tell your coworker that you still believe him / her, to try to encourage him / her. This will cheer him / her up too. Also ask if he / she needs anything from you and how you can help. Then let him speak so that he can respond to your statements and express his own opinions.
- Agree on an action plan: Together, decide what you can do to improve your employee’s performance. Maybe he / she needs more training or coaching. Perhaps you need to match this person with another employee to be their role model so that they can do the things required and stop doing the undesirable things.
- Follow up: Set up a specific time to contact this employee. In this follow-up meeting, review what he has done so far and what improvements he has made. This will help him / her regain confidence and encourage him / her to take on more responsibility. Do not micromanage the employee because you fear they may make another mistake. This can cause him / her to lose confidence again.
Tagged with: Action Plan, Don’t Wait, Feedback, Follow Up, Getting Started, Management, Personal Branding, Personal
Posted in Career Development, People, Personal Branding, Reputation Management, Skills Development