How To Not Be Afraid Of Delivering Negative Feedback
If there's one management task that many people avoid or put off, it's delivering negative feedback to others.
However, if you avoid conflict or side-step uncomfortable conversations, not only are you dodging your managerial responsibilities and failing to grow an essential skill set, you are depriving your employees of their chance to develop and flourish.
Providing negative feedback (as well as positive feedback) is vital for a successful workplace. The great news is, it doesn’t have to be unpleasant for you or the other person.
Here’s how to reframe the process and make it a valuable part of ongoing evaluation and feedback.
How To Not Be Afraid Of Delivering Negative Feedback
Clarify Your Intent
Remember that providing negative or constructive feedback should be intended to improve the person or an outcome.
It's not about venting your anger or frustration, putting someone in their place, or asserting your authority. If you enter a conversation with the intent of assisting someone to develop, you will automatically adopt the correct tone and delivery.
Don’t Get Personal
Sometimes, people feel that negative feedback is a personal attack on their ability of their character. Of course it isn’t, and you can help them feel at ease even when you are delivery less than cheery news.
Frame the conversation by emphasising the impact of the undesirable behaviour or underperformance rather than the behaviour itself. This makes it less personal and prevents the other person from feeling attacked.
Make It Constructive
Don't focus the entire discussion around what the other person has done wrong. Instead, take a solution-based approach and identify ways in which things could be done differently in the future.
Instead of walking away feeling bad about themselves, they should feel empowered and equipped to do better in future. Be sure you engage them in the conversation and ask them what they need to avoid a repeat of the situation.
Set The Right Tone
Instead of sitting down to lecture your staff member, make it a two-way dialogue. Allow them to discuss their performance and genuinely listen to any concerns or issues they may bring up. Using "I" statements rather than potentially inflammatory "you" statements can help.
By having a conversation, rather than a lecture, your team member will feel a valued member of the team and empowered to make change.
Create A Feedback Culture
Rather than saving up all your feedback for infrequent, formal performance appraisals, work on creating a culture of giving and receiving feedback throughout the organisation.
Make it part of your day-to-day work life. Start by setting an example. Request feedback from your team regularly and encourage them to do the same with their colleagues.
Realise That Your Reluctance Is About You, Not Them
Often, the fear of providing negative feedback doesn’t stem from worrying about hurting people’s feelings. It’s about wanting to be liked and popular. However, it is possible to be an assertive, honest manager without damaging relationships!
Most people want to do the best job possible. By providing constructive feedback, it helps them to do just that.
Give Timely Feedback
With practice, you will be able to give feedback on the spot when appropriate. Depending on the situation, this is often preferable to putting it off and delivering it later, which can make it feel like a bigger deal than it is.
If on-the-spot feedback is not possible, make a conscious effort to schedule a time in the next day or two to have a discussion with your staff member.
Remember Positive Feedback
Feedback doesn’t always have to be negative. Make sure you recognise a job well done just as often as you pick up on things that are wrong. If your staff cringe every time you approach them for a chat, you need to work on giving positive feedback too.
Practice Makes Perfect
As with anything, delivering negative feedback will get easier over time. Use the tips above to hone your skills, provide positive and constructive feedback regularly, build a culture of openness and accountability, and it will become second nature in no time.
When you can confidently deliver negative feedback to your team, you will be helping build a positive, honest workplace with a culture of growth and empowerment. Most employees desire open and honest feedback from their managers. Use it as a way to inspire and motivate your team.
Delivering negative feedback is just one of the skills you will need to hone as a manager!