Strategies for Constructively Criticizing Colleagues in the Workplace for Positive Results
Managing a team means dishing out feedback - it's unavoidable and crucial for keeping things running smoothly. But let's face it, it's not always rainbows and sunshine. And when done poorly, it can backfire, making matters worse.
While a third of managers feel uneasy giving negative feedback, brushing it under the rug isn't the solution. The stark truth is, employees crave honest feedback - regular, meaningful feedback, in fact. When they receive it, they report being more engaged at work. So, great leaders see feedback as a strategic tool for growth, not just a hurdle for their team, but for themselves and the organization. Here's how to deliver tough feedback to spark genuine improvement.
Avoid the Performance Review Pitfall
It's tempting to put off tough conversations, thinking you'll address the issue during the next performance review. But procrastination only allows problems to grow, making them harder to tackle. Feedback works best when it's delivered fresh - offering your employee the opportunity to adjust course before the problem escalates.
Employees expect feedback regularly too; 60% want it daily or weekly, with that number jumping to 72% for those under 30. Make giving feedback a routine habit, instead of a once-a-year event. This way, performance reviews become a checkpoint for progress, not the first time someone hears about a problem.
Keep Things Direct
Just rip the band-aid off - forget the compliment sandwich. Your employee likely felt nervous when you asked to meet, and in today's job market, giving and receiving feedback at work can feel incredibly uncomfortable. Softening the message with fluffy words just prolongs the anxiety. Be crystal clear and get straight to the point.
Communicate In-Person
Emails and messaging platforms can create misunderstandings - body language and tone are crucial for effective communication. Younger employees, in particular, may misinterpret positive messages as negative in written conversations. Remove any room for confusion - have the conversation in person. With return-to-office mandates in place, there's really no excuse.
Focus on Performance, Not Personality
As a manager, it's your job to evaluate performance, not judge personalities. It's easy to criticize someone's demeanor at work, but that's not helpful feedback - it's just personal opinion. Labeling someone as too friendly or too goofy doesn't offer constructive guidance; it's just judging their character. Instead, focus on specific, measurable observations linked to their work, disregarding their background or position within the company.
Ground Feedback in Evidence
Back up your feedback with concrete examples and patterns in your employee's work performance. Vague critiques like "You need to be more detail-oriented" leave employees in the dark, unsure of what they need to alter. Try something like, "I've noticed calculation errors in your last two reports that impacted our client recommendations. Let's talk about methods to add an extra layer of review." Evidence-based feedback eliminates guesswork, making it easier for employees to take action promptly.
Collaborate to Find Solutions
Feedback doesn't have to feel like a power struggle between you and your employee. With the power dynamics at play, it can come across that way. From the start, make it clear that you're both on the same team, working together to solve the problem, not fighting against each other. Offer clear suggestions, provide additional support and ask how you can best aid them in improvement.
Navigating feedback is challenging, but addressing the discomfort head-on sets the stage. These strategies, designed to make delivering negative feedback a little less daunting, make it human and relatable.
- When it comes to delivering negative feedback, it's important to focus on the performance rather than the personality of the employee. Instead of judging their character, provide specific, measurable observationslinked to their work.
- Employees crave regular and meaningful feedback, so regular, routine feedback should be given instead of seeing it as a once-a-year event during performance reviews.
- In a scenario of layoffs, open communication and constructive feedback from managers to seniors during the decision-making process can help employees understand decisions and potentially prepare for future changes in the work environment.