Providing feedback does not belong among the most popular managerial tasks. Many managers consider it unnecessary (after all, employees themselves know best what they do) or they want to avoid the discomfort of providing criticism. However, how should your team improve when you do not say anything?
Let's recall how to communicate feedback so that it is more easily acceptable and could really help. The following recommendations were published on TLNT.com. They may look simple, but can you really keep all of them at once?
1. Speak in context
Feedback should be used for your people to be able to combine their work with specific corporate values and strategies, with their team's success.
2. Do not take feedback as a necessary evil
Do not speak according to a strictly prepared the script, be natural. If you show that you are doing it just because you have to, employees will not take you seriously.
3. Actively involve the employees
Feedback should not be your monologue. Show your employees that you are really interested in them by asking for their insights. The basic question is: How can I help you?
4. Determine your goals
Consider mutual expectations together with the employee and agree on specific goals. Let the employee describe the expected results himself.
5. Do not want to change anyone
Even as a manager you cannot change your subordinates. You can, however, come up with feedback to explain the consequences of not making a change.
6. Do not worry
Take feedback as your work. You are the one responsible for your team's performance, not just a "friend" of your people. Be honest and open and let your people decide on how to respond to your feedback.
-kk-