There are times when offering constructive feedback is essential to maintaining quality performance on the job. It is easy to praise a job well done. However, supervisors generally dread having to deliver negative news or criticize employees’ performance. Here are a few tips on how to make the best out of a difficult situation and help deliver constructive feedback.
Get the facts straight
- Have an informed view of the situation
- Confirm all facts and details to avoid miscommunication
Foster open dialogue
- Don’t focus solely on the negative behaviour
- Highlight the employee’s strengths
- Communicate your message clearly
- Remain calm, collected and focused
- Criticize the action, not the person
- Listen carefully to the employee’s perspective and try to agree on the problem
Involve the employee in identifying a solution
- Once the negative behaviour has been stated and understood, move on and present the issue as an opportunity
- Listen to the employee’s suggestions
- Do not talk too much
- Be open-minded
- Be aware of tone of voice, pace and loudness
- Discuss your ideas for a solution and ask for input
- Acknowledge each suggestion
- Be careful of the impact of body height and space
Action plan and follow-up
- Decide how the solution will be implemented
- Be specific and explicit in what you expect
- Monitor and follow-up as required
- Confirm how and when the employee and/or you will evaluate whether the action has been implemented
Newsletter Issue:
HR Microscope November 2014
