No one truly wants negative feedback, not the A-list celebrities or restaurateurs, not even you as an employer, and certainly not your staff. But remember that for growth to happen, the truth must be shared — no matter how bitter.
Whatever lackadaisical attitude a member of your staff displays should not be tolerated. You must learn to exert authority and call them to order. This is not just to show that you are the boss but to keep every other employee in line.
Though some bosses prefer to let things slide, according to clinical professor Brooke Vuckovic from Kellog Insight, what you tolerate determines the template of your firm or organization.
Easy Ways to Be Good At Negative Feedback
Delivering negative feedback is not as easy as it sounds. However, you can make headway when you understand it is to solve a problem and improve the employee.
Spell Out the Reason For The Negative Feedback
Before rushing to have a conversation with that clumsy staff, be sure that it is the right thing. As a boss, do not try to pick on your intern if they give their 100%. But once you can see that your employee is slacking and can jeopardize clients’ integrity, there is no better time than to begin.
Once you have your employee sitting across the table, be sure to hit the nail on the head. If you have facts, share them with them. At the same time, do not hope for an instant turnaround. If you intend to keep them around a little longer, know that the change may be gradual.
Get Ready For Roadblocks When Delivering Negative Feedback
Delivering negative feedback may be challenging as your staff may want to be defensive. This will mean they will relay conflicting data or identify issues you are not conversant with. When this happens, calmly assess the situation before proceeding. Make sure that you did not contribute to their inefficiency. Anything can be handled once you can get that out of the road.
Talk And Listen
Your negative feedback is to effect a change else you would have sacked them right away. Even after laying bare your point, understand why it happened from their standpoint. This is when the real learning begins — meeting each other halfway by being heard.
