Feedback Is A Gift
As a leader, you will have to have uncomfortable conversations at some point. It is inevitable. Even the best performers can make mistakes. How you handle these conversations in your company greatly influences your company culture and employee retention. Here are some strategies to keep in mind during difficult conversations that will promote positive changes:
Words matter. Constructive criticism is still criticism. The term is overused and usually leaves people feeling criticized, constructive or not. Avoid using it when possible and focus on feedback instead.
Remember the intention. Correction and avoiding future mistakes is the goal. The intent is to show a better way of doing or handling something. Feedback should come with specific examples for improvement. Criticism without strategies for growth is not helpful.
Stay focused. When discussing the situation, refrain from attacking the individual. Focus on the behavior, action, or the situation, not the person.
Be direct. When you're approaching someone about an issue that needs correcting, deal directly with the problem. This is no time for subtle hints. Come right out and say what you need, and then offer a workable solution. You can avert problems before they start by making sure your directions leave no room for misunderstanding.
Be specific. Describe the incorrect behavior or issue clearly. Relay exactly what the problem is and determine a solution. Vague communication can be just as harmful to the situation as harsh criticism. Rather than saying, “We need to see improvement from you,” try, “Our sales numbers are down for this quarter. What can we do to increase your sales meetings and close more sales?”
Listen. Give the opportunity for response and discussion. Ask for an explanation from their perspective. A difference in expectations could be causing the problem. If so, state clearly what you want so they have an opportunity to make changes.
Avoid embarrassment. Unless you're addressing an entire group who can all learn the same lessons from your feedback, speak to individual employees privately. Showing respect by not embarrassing them in front of their co-workers will lessen any adverse reactions and can lead to a more effective conversation about the issues.
Move on quickly. Once you've established what you want, let this issue rest and give the other person time to process and implement changes. Over time, sometimes continued prompts may be needed, but most people will be able to implement change as long as they don't feel threatened.
Correction and feedback can be helpful and even appreciated if done effectively.
Use these techniques to deliver your corrections and feedback and you'll foster a positive environment where everyone can thrive.
Create a culture on your team where feedback is viewed as an opportunity, not a threat. The mindset shift for this begins with you. Your team will be more likely to hear your feedback if they have witnessed you receiving it or have been given the opportunity to give you feedback. This open communication builds trust and respect among your team. All leading towards improved collaboration and productivity.
We discuss feedback and provide practical tools for it in The Retention Process: Create a Culture of Worth in the Workplace. Get your copy today!
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