Give Negative Feedback Properly

Handing out negative feedback to employees is one of the most difficult things managers have to do. But it is a job that needs to be done to ensure that employees learn from mistakes and improve on their jobs. But the way negative feedbacks are given out would affect how it is received. Manager should develop the skill of giving out negative feedbacks the proper way. 

When an employee botches a certain task, a reprimand may be next in the agenda for the manager. Shouting and scolding at the employee in question would not help in making things better for both parties. Giving negative feedback should be given in a way that should not intend to discourage or demoralize an employee even further. After all, feedbacks are given with the objective of influencing future behavior.

When a manager plans to hand out a negative feedback, emotions should be put under control. Unguarded emotions, especially during such a trying situation, can only result in bad blood between manager and the employee. Being angry or upset can lead a manager to say some things not meant or lead to a clash of emotions. Managers should have to learn how to give negative feedback with their own emotion in check.

When giving out negative feedback, managers should learn also to criticize the action and not the person. Criticizing an employee on a personal level can easily create a barrier that can lead to resentment on a manager. Good managers talk more on the performance and the actions of the employee rather than the person.

Giving negative feedback also requires a suitable location. It may not be right or appropriate for a manager to hand out negative feedback on an employee in public. This might cause the employee to feel embarrassed and lose self-esteem. This will not help them become more productive. Instead, managers should learn to hand out negative feedback to an employee in private as much as possible. This will help avoid causing further stress as well as building bitterness on the manager and employee relationship at the office.

When giving out negative feedbacks to employees, managers should also try to add in suggestion on how future performance can be improved. If there are certain things that the manager might need to see changed for the betterment of employee performance, they should be clearly identified and made known to the employee. If change may require further training in some areas of the job, managers should be able to point that out. Handing out negative feedback would foster change if it is coupled with helping employees develop positive steps that will help initiate that change.

Once the negative feedback has been handed out and everything else cleared up and resolved, managers should learn how to get over it. Focus now should be given on the job that needs to be done and not to dwell on mistakes that have already been done and cannot be changed. Managers should refrain from harboring ill will against employees who have made mistakes before. This will not be good in the long run and may just build up a barrier between the manager and employee.

 
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