Giving feedback is an important management task but certainly not an easy one—especially when the feedback isn't all sunshine.
Negative feedback requires a manager to motivate, counsel and criticize in a way that alerts employees to where the problems lie and what must be done to solve them. Fortunately, it's a skill that can be learned.
Easy-to-use answers to tough-to-handle situations.
Follow this seven-step method whenever giving negative feedback:
1. Tell it like it is. Don't sidestep the issue; be straightforward and tell the employee exactly what your concerns are.
Example: "I'm troubled by the way you deal with customer complaints."
2. Give feedback immediately. Feedback is most useful when given at the earliest opportunity after a particular incident. Effective feedback allows the recipient an opportunity to correct behavior right away.
3. Paint a specific picture of how you view the situation. Describe what you see happening by using objective details, not subjective opinions.
Example: "When you get calls from irate customers, you become short with them and you don't try to hide your own irritation."
4. Give the lowdown of the outcome. Make sure employees understand the connection between their behavior and the negative results. This lets employees know that they can control the consequences.
Example: "I've received emails from customers threatening to stop using our company if they continue to receive such poor treatment."
5. Give credit where credit is due. That way, employees will know what actions to repeat in the future. Plus, they'll know that you appreciate the effort to do it right.
Example: "I know it can be frustrating, but I'm pleased to see that after you quickly pinpoint the problem, you immediately make a return call."
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6. Reiterate performance expectations. As a manager, it is important that you try to make employees understand what it takes for job success.
Example: "Understand that good customer service begins with fielding the complaint; it isn't just the end result of solving the problem. Frustration-management skills are important in this department."
7. Use feedback as a means of change, not punishment. A positive reaction is a more likely result when you correct negative behavior rather than punish the offender.
Constructive criticism: 4 helpful hints
1. Beware of communicating your frustration and anger. Otherwise, the recipient will likely feel frustrated and angry, too, and therefore, less receptive to your message.
2. Be flexible. Most situations don't require you to dictate exactly what needs to be done or how. Giving employees room to maneuver and allowing them to make changes on their own reduces resistance to following your feedback.
3. Make your point right away. Otherwise, you risk losing focus on the feedback with too much small talk or overwhelming the employee with too many details.
4. Put the feedback in writing. It helps reduce misunderstandings, allows you to perfect your message before sending it and is a smart legal move in case of a lawsuit.
Some employees use offensive language. Others exhibit offensive behavior. And let's face it — some just smell offensive. It's up to you to talk to each of these types of employees. But what do you say — and how?
This is a difficult question we hear all the time. That why we've created Tough Talks. In this 75-minute recording, Paul Falcone, a noted nationwide expert on employment practices, gives you practical examples, strategies and new techniques to use in those tough, but necessary, conversations to avoid an escalation and potential lawsuit.
For example, you will discover the best approaches to handle employees who: - Spread negativity and drive down morale
- Take excessive smoking breaks
Use vulgar or foul language- Engage in conduct they don't know is bothering co-workers
- Have personal hygiene or odor issues
- Constantly inject religion or politics into the workplace
- Have been accused of harassing conduct
- May need discipline but are otherwise solid performers
- And many, many more.
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