Most managers blame their employees for their poor performance instead of talking directly to them about these issues. Unfortunately, some of these managers try to take the easy way out, and turn a blind eye to their employee’s issues. After all, confronting someone about their behavioral issues is not the prettiest thing in the world. Thus, in this blog, I will continue my conversation from my last blog, and provide you with couple of other ideas that you can use while providing negative feedback to your employees.
Don’t give advice: Even though most managers recognize the importance of giving their feedback to their employees, they completely misunderstand the meaning of feedback itself. Instead of utilizing the feedback time for giving their feedback to their employees, these managers try to give their advice to their employees during these feedback meetings. It is not always appropriate to give advice to other people. If your advice does not work, you will be blamed later for it. Thus, you should rather try to share your opinions and ideas with your employees, and let them come up with an appropriate solution by themselves. Suppose an employee who is having trouble with some task comes to you and asks, “What am I doing wrong?” Instead of giving advice, share your personal experience with your employees. For example, you might describe a similar problem you had, and how you handled it. It is then up to them to decide what to do. This approach will not only make them independent, but it will also improve their knowledge base.
Don’t delay your feedback: If you want to provide an effective feedback to your employees, you need make sure that your feedback is always timely. Well timed feedback is more likely to provide you with the right results than delayed feedback because it allows the person to correct actions or behaviors while they are still fresh. For example, if your employee messes up the accounting system, you might want to discuss the problem with the responsible employee immediately, if possible, or at least within a day or two. Even though you want to provide your feedback to them immediately, try to consider the environmental factors first. For example, if you point out the employee’s mistakes in front of a group of coworkers, it is likely to be resented. Thus, try to provide the sensitive feedback in a private setting, probably in a one-on-one meeting or something.
Don’t be overpowering: No one wants to look bad in front of others, we all want to feel intelligent in front of others. This goes for your employees as well. During your negative feedback communication, your employees will often continue to argue for a plan even when it is obviously not working or in the best interest of the organization, because they want themselves to look good in front of you and others. Thus, during these meetings you should provide an avenue to your employees to save their face. Your employees are more likely to accept your negative feedback if you allow some degree of face saving for them. For example, instead of saying, “Your idea was rejected,” mention that the rejection was due in part to lack of funds or other factors, thereby allowing them to save their face.
With these pointers, I am ending my two-part series blog about – ‘providing negative feedback to your employees’. If you have any other ideas through which we can make this process easier, then please share your ideas with me through your comments here. Thanks – Bhavin Gandhi