This can also help ease the feedback recipient’s urge to be defensive during the conversation. It sounds much less accusatory to speak in “I” statements as opposed to “you” statements. When delivering constructive feedback, it is much more productive to use statements such as “I think,” “I feel,” or “I’ve noticed” rather than “you are/are not.” Giving an example or citing an instance within your conversation will help the recipient understand and digest what you’re saying and may help create a more clear path to change. In fact, 17% of employees surveyed stated that the feedback they’re given isn’t specific enough. While offering vague feedback may feel like a way to “soften the blow,” it can often lead to confusion and dismissal from the recipient. This can be especially helpful when dealing with peer-to-peer issues, as the other person you’re speaking to will likely be grateful that you approached them directly rather than getting managers or HR involved. However, by having a positive attitude and focusing on productive solutions when you’re giving feedback, you’re much more likely to achieve your desired outcome and actually inspire change. Set aside anger or negative feelingsĭepending on the severity of the issue you’re discussing, it may be difficult to approach the topic in a calm, cool, and collected manner. Speaking to employees in a punitive or belittling way will only destroy this trust and make the entire exchange negative. This shows that the manager believes in their employee’s ability to develop their skills. The act of providing constructive criticism should be viewed by both the giver and receiver as a sign of trust, especially when it’s manager feedback. Speak with the intention to solve a problem, not to reprimand or belittle Sprinkling in positive feedback alongside your constructive feedback is another great way to keep the conversation motivating and productive. Providing growth mindset feedback can be a very supportive communication tool.īy speaking in a way that is future-focused, you are much more likely to inspire change and a more positive outcome. By helping your teammate plan out a course of action to improve the issues at hand, you’re creating a much better opportunity for them to turn things around. When providing honest feedback, it is also equally important to map out a path to change. Provide actionable solutions and measurable goals The person you’re speaking to may not be aware of what they’re doing, how it’s being perceived, or that it’s not ideal behavior in the workplace.īy approaching the constructive feedback conversation under the assumption that this person is trying their best, you’re much more likely to communicate in a way that is kind, productive, and compassionate. It’s also a positive reminder that everyone on your team is working toward a common goal together. Showing that you’re here to help, not to reprimand, and coming up with actionable solutions together can often be more than enough to remedy the issue at hand. Many employees are afraid to ask for the help they need out of fear that their competencies or qualifications will be questioned. This tactic can be especially powerful for strengthening the communication between a manager and an employee. Not only does this show an immense level of trust, but it also illustrates an openness to growth and change. One of the most powerful ways to demonstrate your receptivity to constructive feedback is to explicitly ask for it. Solicit constructive feedback for yourself You may be surprised to find that there are perspectives, issues or variables at play that you were not previously aware of. In order to make the feedback conversation more productive, give your colleague, manager, or employee the chance to respond and react to what you’re bringing up. No one responds well when they feel that they’re being talked “at” or spoken down to. Invite conversation and a two-way dialogue □ Read Here Tips for giving constructive feedback 1. Read “Amplifying Wellbeing at Work and Beyond Through the Power of Recognition” for more workplace wellness statistics and in-depth reporting on links between wellbeing and critical business outcomes.
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