How to give feedback to reach your goal and not offend anyone

2024 Author: Malcolm Clapton | [email protected]. Last modified: 2023-12-17 03:44

Simple rules that every manager should know.

Employees need feedback on work because they see their weak points and can optimize their workflow. Research shows that constructive feedback improves employee performance and overall job satisfaction.

But this is a risky business. While the right reviews are motivating, the wrong ones at best hurt or embarrass. At worst, they cause fear, resentment, or even revenge. Therefore, it is important to learn how to give feedback competently.

1. Find out how your employees perceive feedback

Afraid of giving negative feedback? You are not alone. Many managers find this process stressful and stressful. And some generally avoid reviews of someone's work, because they are afraid of hurting the feelings of employees.

But the workers do not find it easier. Many people perceive negative feedback as a threat of imminent dismissal and experience anxiety, anger, fear. In addition, not everyone treats criticism, albeit constructively, correctly. Indeed, in this case, two feelings are fighting: on the one hand, the desire to learn from our mistakes and grow, on the other, the desire to be perceived and loved as we are.

Therefore, if you need to give someone feedback, find out in advance how it is easier for the person to perceive it. For example, if there is a new employee in the company, before real problems arise, ask directly: “If I notice that you made a mistake during the meeting, report it immediately during the meeting, do it after, or write about it by e-mail so that did you have time to think it over? Doing so will shield yourself from ineffective, potentially offensive criticism and set everyone on the team up for success.

2. Give feedback in a timely manner

The golden rule of effective feedback is to give it within 24 hours. At this time, both the manager and the employee remember the details of the case. If you do it later, it will be difficult to do something and fix it.

It is also important not to forget that the purpose of feedback is not to offend or humiliate, but to point out mistakes to a person, to help him become better. As serious as the conversation is, don't turn it into a lecture or lecture about someone's flaws. Build a dialogue, ask questions and look for new solutions together. But don't soften your criticism with compliments. Experienced executives call this a shit sandwich.

There is a theory that people become more open to feedback when you start with compliments (first piece of bread), then deliver negative reviews (shit) and summarize with words about the employee's value (second piece of bread). But in reality, this scheme is clowning, which makes the employee blush in front of colleagues.

Ben Horowitz founder of Andreessen Horowitz

3. Make your feedback precise and radical

Most executives are afraid of being branded as angry tyrants, so they avoid negative feedback. And this is wrong. Such a mistake leads to destructive empathy when the company is not doing well and relationships with employees deteriorate due to internal worries. Kim Scott, a former CEO of Google and Apple, advises to get over yourself, arm yourself with facts, and be honest, accurate, and somewhat radical.

Criticizing employees when they screwed up is not just your job, but a real moral obligation.

Kim Scott former CEO of Google and Apple

Ray Dalio, founder and chairman of the world's largest hedge fund, also loves a radical approach to feedback. Employees at his company, Bridgewater Associates, continually evaluate both him and each other using a dedicated iPad app and post them publicly. But if you are not ready for such extremes, then it is still worth adopting the principle of "radical accuracy".

4. Determine the purpose of the feedback

Douglas Stone and Sheila Heen distinguish three types of testimonials in "":

1. Appreciation. Unrealistically motivates, raises morale and affects employee loyalty. But most executives neglect it.
2. Mentoring. Improves the knowledge and skills of employees, helps them grow to perform more complex tasks.
3. Grade. Speaks about the role of the employee in the company and among colleagues.

All three types of feedback are important, but people often confuse the two. For example, frequent mentoring is seen as an assessment.

You tell me how to do it better, but you mean that my knowledge is simply not enough to complete the task.

Three questions to ask yourself before speaking to someone will help avoid confusion:

1. For what purpose am I giving this feedback?
2. Is this the correct target from my point of view?
3. Is this correct from the other person's point of view?

5. Don't forget to praise

Learning to give negative feedback is half the battle. Truly professional leaders also have constructive praise. However, many are in no hurry to do this.

Never praising employees out of fear that they will be arrogant - the position is strange and wrong. Positive feedback affects the productivity growth of subordinates. It makes them feel valued and increases their confidence and competence.