When you talk with employees about their performance reviews, beware of using common phrases that can unintentionally communicate the wrong message, or come across as too negative or personal.
Certain phrases can kill employee morale, weaken productivity or open up the organization to a discrimination lawsuit.
Your goal is to deliver reviews that help shape employees' performance without becoming sidetracked by anger, emotion or fear of conflict. To do so, avoid the following phrases:
Feedback is at the heart of good leadership, effective teamwork, efficient problem solving, developing talent, and the ability to understand and serve the needs of clients and customers. And yet, few organizations or leaders feel they have it "right." That's why Executive Leadership has once again teamed up with Harvard Law School's Program on Negotiation to provide incisive training on this critical topic. Introducing Thanks for the Feedback: How to Give it (and Take it) the Right Way — Every Time.
1. "You're wrong." If an employee tries to explain why her job rating should have been higher, don't slap back with a comment like, "You're wrong." That will only trigger anger and more confrontation.
Instead, turn back to your documented facts of the employee's performance and say, "I know you disagree, but I believe this evaluation accurately reflects your performance."
"What was your problem?" Don't use the question as a way to ask why an employee had difficulty completing a project or task. Employees will bristle at such a statement.
Instead say, "What were the conditions from your perspective that made it difficult for you to complete the task?"
2. "I understand." This phrase can excuse unacceptable performance or behavior by conveying empathy. Avoid it when possible.
In Thanks for the Feedback (based on her popular book of the same name), Sheila Heen will help you explore the challenges of key feedback triggers: We, Who, and See. This lets you grasp how others respond to feedback — and understand yourself better as well!
You'll also be able to ask Sheila your feedback-related questions — and get custom answers to the problems you're facing. And because this is a webinar, there is NO LIMIT to the number of participants who can listen in at one location. Register today.
3. "Your position here is solid as long as you keep up the good work." You may intend such statements to encourage good performance, but they're legally dangerous because they imply an employment contract that a court could find binding. That limits the organization's ability to ever fire the person.
4. "You really did a great job but …" Whatever comes after the "but" negates the preceding compliment. Don't directly connect praise with constructive criticism. Instead say, "On the other hand, you can do even better by making these improvements." Then, cite them specifically.
Join us Tuesday, December 13, for this invaluable session, Thanks for the Feedback: How to Give it (and Take it) the Right Way — Every Time. Sheila Heen, negotiation expert and Harvard Law School lecturer, will share her techniques for success on both sides of the feedback equation. Bring your entire executive team to: - Examine the triggers that cause you to dismiss feedback before you fully understand it
- Find useful ways to shift from "that's wrong" to "tell me more"
Explore useful ways to respond when you strongly disagree- Understand your own blind spots
- Discover how wiring and temperament affect how you experience and interpret feedback
- See how to dismantle distortions and see feedback honestly
- Work on practical ways to elicit feedback and engage in effective conversations
- Master guidelines to become a more empathetic and effective feedback giver
- And more!
Feedback is important — make sure you're getting it right. Register now!
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