Yes, giving feedback is difficult – especially if we need to criticize someone. But just because something is difficult does not mean we should avoid it. Managers are most often worried that they’ll say something they shouldn’t have said and that the employees will react too emotionally to it. So how can you avoid this? The world’s largest research and education institute focused on leadership – The Center for Creative Leadership – recommends the following:
- Give feedback in a way that does not judge the individual but rather the specific results of his/her actions.
- Don’t be too general. Feedback must be as specific as possible.
- Speak for yourself. Do not confuse the situation by quoting somebody else who told you something behind the others’ backs.
- Do not conceal negative feedback between positive feedback. Your people are not dumb.
- Do not use the words “always” and “never.” You would be needlessly forcing the other person to defend himself.
- Do not play the role of a psychologist who is able to reveal the causes of the other persons’ actions. Ask instead.
- Do not speak for too long. Give the others some time to process the information they hear from you.
- Do not threaten the other person that their job is at risk or in any other way. All that would do is damage the relationship.
- Watch out for inappropriate humor. Sarcasm is not appropriate when giving feedback.
- Do not deliver your feedback as a question but rather as a clear statement.
-kk-