How to give feedback, to achieve the goal and not to offend anyone
Work And Study / / December 25, 2019
Reviews of the necessary staff, because that they see their weaknesses and can optimize workflow. researchWhat Google Learned From Its Quest to Build the Perfect Team show that constructive feedback increases performance of subordinates and their satisfaction with the work as a whole.
But the thing is risky. If the correct responses motivate, something is wrong at best, hurt or confused. In the worst - cause fear, anger or vengeance. It is therefore important to learn how to give feedback intelligently.
1. Learn how your employees perceive feedback
Are you afraid to give a negative feedback? You are not alone. Many executives believe this process is nervous and heavy. Some reviews are generally avoided to address someone else's work, because they are afraid to offend the feelings of employees.
But the workers do not have better. Many perceive the negative feedback as threat of imminent layoffs and experiencing anxiety, anger, fear. In addition, not all belong to the criticism, even constructive correctly. Indeed, in this case, are fighting two feelings: on the one hand - the desire to learn from your mistakes and grow, on the other - the desire to be perceived and loved as we are.
Therefore, if you want to give someone feedback, find out in advance how the person easier to perceive it. For example, if a new employee of the company, before the real problems ask directly: "If I see that you have done error in the time of the meeting, notify immediately to the meeting time, do it after or write by e-mail, so you have time to think it over? "So you protect yourself from the inefficient, potentially insulting criticism and set up in each team at success.
2. Let us feedback timely
Golden Rule effective of feedback - give it within 24 hours. At this time, both the manager and employee will remember details of the case. If you do it later, it will be hard to do something about it and fix it.
It is also important to remember that the purpose of feedback is not to insult or humiliate, and specify the person at fault, to help him get better. No matter how serious or had a conversation, do not turn it in reading or lecturing lecture on someone's shortcomings. Line up dialogueAsk questions and look for new solutions together. But do not soften criticism with compliments. Experienced executives called this technique "shit sandwich".
Ben Horowitz (Ben Horowitz), founder of Andreessen HorowitzThere is a theory that people are becoming more open to feedback, when you start with a compliment (the first a slice of bread), followed by denunciations negative reviews (shit) and sums up the words of the value of the employee (the second piece of bread). But in fact, this scheme - clowning that makes the worker blush in front of colleagues.
3. Make feedback precise and radical
Most managers are afraid of being branded as angry tyrants, so avoid negative feedback. And it's wrong. This error leads to disastrous empathyWhen the company does not go and spoil relations with employees due to internal experiences. Scott Kim (Kim Scott), former CEO of Google and Apple's, advises to overcome itself, armed with the facts, and in that case, fair, accurate and in some cases radically.
Kim Scott, former CEO of Google and AppleCriticize employees when they spoiled everything, not just your job, but a real moral obligation.
Ray Dalio (Ray Dalio), founder and chairman of the world's largest hedge fund, also likes a radical approach to feedback. Employees of his company's Bridgewater Associates continually evaluate him and each other with the help of a special program for the iPad and spread estimation in public access. But if you are not prepared for such extremes that adopt the principle of "radical accuracy" it's worth.
4. Determine the purpose of feedback
Douglas Stone (Douglas Stone) and Hin Sheila (Sheila Heen) in the book "Thanks for the tip. How to respond to feedback"There are three types of reviews:
- Appreciation. Unrealistic motivatesIt raises morale and impact on employee loyalty. But most leaders neglect it.
- Mentoring. Improve knowledge and skills of employees, helping them grow to perform more complex tasks.
- Evaluation. Talks about the role of the employee in the company and among colleagues.
All three type of feedback is important, but people often confuse them with each other. For example, frequent mentoring is seen as assessment.
You tell me how to do it better, but keep in mind that my knowledge is simply not enough to complete the task.
Help avoid confusion three questions to ask yourself before you speak in someone's address:
- For what purpose I am giving this feedback?
- Is this the correct purpose from my point of view?
- Is it right in terms of the other person?
5. Do not forget to praise
Learn how to give negative feedback - half the success. Really professional leaders also know how to constructively praise. However, many are not in a hurry to do it.
Do not praise the staff for fear that those conceited - the country's position and wrong. The positive feedback effect on the productivity growth of subordinates. It makes them feel valuable, increases confidence and competence.
see also
- How to properly manage remote teams →
- How to work with KPI →
- 5 ways to increase the efficiency of a small team →
- As guilt kills motivation →