Praising and recognizing good performance is easy, but when it comes to the situation when someone on your team needs a kick in the pants than a pat on the shoulder, you need to give negative feedback.
Giving negative feedback without demoralizing and demotivating the other person is one of the most challenging tasks for many project managers. However, it is important to give teammates, colleagues and employees the necessary feedback in order to improve their quality of work and career development.
Keep in mind that the goal of negative feedback is not to tell your team members what to do or how to do it. The actual goal is to improve the quality of work, behavior of the team member, increase efficiency to bring out the best in your entire company.
Creating an environment, where people feel comfortable giving constructive feedback to each other, is essential to your business success. Many think that negative feedback doesn’t work and can’t help people to improve their performance and the criticism can only be done in private.
However, specific negative feedback can lead to optimum performance, increase efficiency, and by holding people publicly responsible, they’ll be more likely to take the feedback seriously.
There are a number of things you can do to make the process of giving constructive criticism simpler and easier. Let’s check out the info-graphic below and learn some smart ways to giving negative feedback to your employees.
1) Preparing before Delivering feedback: Prepare your team for the process of giving and receiving negative feedback
2) Highlight the importance of feedback: Discuss the reasoning behind why you are giving feedback. Let them know their weak points.
Arrange a pre-feedback meeting and ask each team member why they feel constructive criticism is necessary
3) Limit your expectations: Getting your team comfortable with the process of giving and receiving feedback by building it up is key. Don’t expect too much too quickly.
In a feedback session, ask team members to rate how the team is performing before focusing on the efforts of individual team members
4) Weekly reviews are a must: Creating regular feedback opportunities is the most effective way to develop feedback skills among your employees. Schedule frequent weekly reviews that would hardly take 10 minutes.
5) Separate critical feedback from promotions: Don’t combine negative feedback with a conversion about promotion and payment rise. Discuss these topics in different discussions. Set up separate sessions for performance feedbacks and possible promotion.
6) Discuss project briefs and debriefs: This will help your team to discuss improvements and offer opportunities for personal growth and development. Ask your team members what actions should be taken to do better next time.
7) Self-Review is important: Share your critical feedback with your team. Let your team know how you are getting on first before giving negative feedback. Ask your team to prepare for a self-review prior to every session.
8) Ask for permission: Don’t jump right in. Before diving into critical feedback, ask humbly to share some feedback with them. It will prepare the receiver and build trust.
9) Be willing to change your mind: Carefully listen to the receiver’s opinions and be open to change your point of view based on what you understand. Ask some follow up questions to get a clear picture of the situation.
10) Ask your team members for their opinion: Giving feedback is something you can easily do and should practice. Ask people for their opinion on how you deliver your feedback.
11) Stay away from the sandwich approach: Combining your negative feedback between two pieces of possible feedback could lead to people mistrusting your possible feedback. Be straightforward and clearly discuss the concerns you have with your team.
12) Let disagreements to happen: Even on the ideal teams, conflict happens. Don’t try to solve the problems on your own, instead, focus on facilitating the conversation.