![]() It could be that their actions were justified and that your picture of what happened is incomplete. If necessary, send an email as a follow-up to clarify the points discussed.Įngage with the person ask for their thoughts on what happened and why. Make it clear you are keen to help the person improve, rather than find fault.Īt the end of the feedback, don’t let the person walk out of the room thinking ‘ what just happened?’ State the feedback clearly and directly, without being rude or uncaring. We are often aware of our underperformance, so the feedback should not be a surprise. This will also help build trust and a stronger relationship for future feedback. Provide guidance and ask the person to confirm the steps they have implemented, the training they have taken, and whether the outcome has improved. It’s not enough to say there is an issue and then leave it.Ĭreate a development plan with regular meet-ups. Help the person find ways to avoid making the same mistake while learning a new behavior or better approaches. ![]() Identifying the problem then coming up with a plan to fix it is a powerful development tool. Two positives outweigh one negative and, therefore, might suggest successful performance. The standard compliment/critique/compliment can give a false view of how someone is performing. The feedback sandwich (there are more colloquial names for it), while popular, may not always be appropriate. Avoid wrapping negative feedback in praise.Prossack suggests the following guidance: Negative feedback given positively can be enabling, helping someone stop making mistakes and providing them with the training and support needed.īut, if handled clumsily, without respect, courtesy, and consideration of the end goal, it will either be ignored or lead to withdrawal – mental, emotional, or even physical. But when done well, the client or employee can even be grateful.Īfter all, it may not be a surprise to the recipient, and bringing difficulties out into the open can create a productive dialogue. How can negative feedback be given positively?Īshira Prossack, writing for Forbes (2018), says, “ feedback is a manager’s best tool, but it’s only effective when it’s delivered properly.” Such open support can lead the person to understand what they did well, or poorly, while stimulating exploration and reflection. The balance between points two and three is essential.Īsk questions that encourage reflection. Nevertheless, they will be delighted as they appear to be doing almost everything right. If you only address the positives, the listener will return to what they were doing, believing they have nothing to improve. On the other hand, don’t always focus on strengths. Attending to what is going well can support someone’s growth and steer their development in the right direction. If given too frequently and without regard to feeling, the person on the other end will revert to defense mode – possibly losing confidence, self-esteem, and motivation.ĭon’t persistently focus on what isn’t working or isn’t being done right. Harsh feedback may be counterproductive.ĭeliver feedback carefully and respectfully.There are several points to think about before we tell someone what we think: What should we consider when it comes to feedback? “feedback – both positive and negative – is essential to helping managers enhance their best qualities and address their worst so they can excel at leading.”Īnd it’s not just for managers, it’s true of all of us. After all, an insightful critique provides a chance to grow and excel (Chappelow & McCauley, 2019).Ĭhappelow and McCauley write in the Harvard Business Review: While negative feedback might suggest a focus on our worst, it creates an immense opportunity for improvement when viewed in the right light. It tells us to keep going as we are – and perhaps more so. Positive feedback, rather than telling us where we are going wrong, helps us enhance our best qualities. We behave in a way that we think is right while remaining ignorant and in the dark. How do we know if we are doing the right thing? And equally, how do we know we are doing it well? Giving Negative Feedback Positively: 11 Techniques Can There Be Too Much Feedback? – Possibly.Tips for Giving Negative Feedback at Work.Useful Feedback in the Workplace Videos.Giving Negative Feedback Positively: 11 Techniques.
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