If you’re a boss or responsible for a group of people in your company and you feel uncomfortable when giving negative feedback due to make uncomfortable your employees, this article is for you.
The fear of hurting the feelings of the people and deal with the drama potential blocks to many managers and team leaders.
First, you must be clear about the importance of issuing negative comments assertively to resolve obstacles and conflicts, always within the framework of a productive conversation and as comfortable as possible for both partners.
With it, you can build a better working environment and build trust with your template, but you must prepare pre-form the key points you want to address, as well as the tone and purpose of the conversation.
Tips to give negative feedback to an employee
- Commitment to be direct but with kindness: To make your partner understand well the negative feedback, specific examples of desired behaviors or wrong.
- Listen to his response and encourages interaction: To make the conversation useful, effective and comfortable, make the other person feel respected and can talk to you about your perspective.
- Focus on the professional look: While the most personal level to interfere in the conflict. You must not be swayed by a toxic environment or third – party comments.
- No unnecessary estrangement propicies: You can continue the conversation pleasant and relaxed manner after issuing the feedback, so your receiver will not feel attacked or upset.
- Leave the clear aims and objectives: It is essential for professional growth the fact communicate directly aspirations with assertiveness and empathy to count on the complicity of the interlocutor.
Two useful techniques to give feedback
There are two competing techniques when issuing negative opinions:
- Sandwich technique: In reference to his curious name, this tactic is to give negative feedback between two pieces of positive feedback. To do this, you can start the conversation with a compliment or comment on the good aspects of their work, continuing criticism pointing out what you want to be corrected and end up with a call a action to learn, to correct or improve, as well as a words of encouragement and confidence to not feel so disappointed by what you just heard.
- Technical transparency: The other tactic is to get to the point, without softening the critic to with comments other, but trying it takes place assertively because although communication and message can be captured more efficiently, too it is possible that the other person feel defensive or see hurt their feelings.