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Criticize Harshly Without Mincing Words

Employers should openly and honestly share performance evaluations with their team. However, attempts to soften negative feedback with positive compliments on other areas can perplex the recipient. This common approach, which some managers believe eases correcting individuals, doesn't actually...

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Consistently Holding Back on Providing Straightforward Criticism Should Be Avoided
Consistently Holding Back on Providing Straightforward Criticism Should Be Avoided

Criticize Harshly Without Mincing Words

Aim for Clear and Direct: Effective Performance Feedback by Dane Jensen and Peggy Baumgartner, HBR 2021/02

Getting performance feedback across effectively can be a game-changer in fostering growth, sharpening skills, and cultivating a remarkable team culture. Here are actionable strategies and best practices to deliver impactful feedback:

Perfect Timing and Frequency

  • Offer feedback during mornings when employees are more attentive [1].
  • Consider midweek feedback to sidestep the stress of Mondays or the distractions of Fridays [1].
  • Consistently give feedback, avoiding scheduled review-only approaches for continual development [1].

Clarity and Precision

  • Use real-life examples to fortify your feedback instead of employing generic phrases [2][3].
  • Focus on the specific situation, exact behavior, and its repercussions using structured models like the SBI (Situation-Behavior-Impact) Model:
  • Situation: Articulate the exact context.
  • Behavior: pinpoint the specific actions or words observed.
  • Impact: elucidate how the behavior impacted the team, project, or individual[5].
  • Stick to clear, actionable points and avoid empty praise or criticism [3].

Diplmacy and Empathy

  • Select an appropriate setting for feedback, ensuring privacy and minimizing defensiveness [5].
  • Adopt a tactful and empathetic tone using "I" statements that convey the impact of the behavior [5].
  • Foster a two-way conversation by soliciting the employee's thoughts and ideas on improvement [4].

Structured Frameworks

  • GROW (Goal-Reality-Options-Will) Model:
  • Goal: clarify the employee's objective.
  • Reality: Appraise the current state truthfully.
  • Options: Explore potential remedies or strategies.
  • Will: Establish commitment to action steps [5].
  • Employ digital tools for anonymous feedback to encourage honest, unfiltered input in sensitive situations [5].

Key Takeaways

  • Provide feedback promptly and regularly.
  • Be specific, exact, and utilize real instances.
  • Adhere to structured formats (SBI, GROW) for clarity.
  • Create a safe, congenial environment for feedback.
  • Utilize technology for anonymous input in suitable circumstances.

By adoptng these practices, you can guarantee that performance feedback is concise, actionable, and tailored to fostering continued improvement.

[1] https://hbr.org/2015/10/the-annotation-simple-feedback-that-works[2] https://hbr.org/2014/05/techniques-for-giving-feedback[3] https://hbr.org/2018/12/how-to-give-better-feedback[4] https://hbr.org/2018/12/how-to-give-better-feedback-to-men-and-women[5] https://hbr.org/2017/08/the-feedback-fallacy

What's New?

  • Employing the GROW Model can aid in laying out clear expectations and fostering goal-oriented discussions.
  • Anonymous feedback tools can encourage honesty and reduce biases, especially when addressing sensitive topics.
  • Pinpointing specific instances and their effects can make feedback more actionable and less abstract.
  • Being clear, specific, and detailed can make feedback easier to understand and implement, fostering growth in employees.
  • Using "I" statements can help leaders take responsibility for their feelings and promote empathy, minimizing defensiveness.

In the context of fostering growth, sharpening skills, and cultivating an effective team culture, leaders in business can utilize structured frameworks like the GROW Model to deliver clear, actionable, and tailored performance feedback [1]. This model outlines specific steps that lay out clear expectations, assess the current state, explore potential remedies, and establish commitment to actionable steps [1]. Additionally, employing anonymous feedback tools can encourage honesty and reduce biases, especially when addressing sensitive topics [2]. By providing feedback promptly, specifically, and using real-life examples, careers can be advanced through continuous development [3].

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