Negative feedback is annoying but necessary for us to improve. However, criticism can only have an impact when a manager expresses it properly. Poorly expressed criticism is not only useless, but it also undermines the manager's image in the eyes of subordinates. How should you criticize the right way? We summarized the following recommendations for you from the Harvard Business Review.
1. Clearly separate praise and criticism. Do not try to hide negative feedback by squeezing it between two compliments.
2. Plan regular meetings with your subordinates in order to share feedback. Both positive and negative feedback will then become a regular part of your work.
3. Do not mix criticism with an interview about financial rewards or promotions. You just arouse emotions unnecessarily.
4. Follow the general rule of criticizing in private. However, keep in mind that sometimes you need to talk about performance in front of the whole team.
5. Ask if you can express criticism. While this may sound strange, the employee being criticized will get the opportunity to prepare mentally and he or she will listen to you more.
6. Do not jump to conclusions. Always let the employees being criticized explain the reasons for their actions.
7. Do not talk about what is wrong with the person concerned. Relate your criticism to what can be achieved when they change their behavior. Clearly describe the behavior you expect.
8. If you are going to give them very harsh criticism, consider giving the employee a free afternoon. Do not try to look for something you can praise. Express your criticism and offer space for the employee to cope with it.
9. If the employee's reaction is highly defensive or aggressive, keep calm. While you can't always control the reactions of others, you can control yours.
10. Get rid of bad feelings generated by giving negative feedback. Most employees want to hear what can be improved. Many of them are even more interested in criticism than praise.
-Kk-