6 Critical Steps to Giving Negative Feedback

No one likes to give negative feedback but it’s a necessity that all managers must do to improve the performance of their staff.  When done properly, the negative feedback can have a positive lasting effect on your employee.

1) Control your emotions:

You want to control your emotions and not show you are upset or angry toward your employee when you are trying to critique their performance.  This will help prevent you from saying something that you didn’t mean.

2) Give and share examples:

You need to share specifics with your employee and give examples of actions or performance that were not acceptable and state why.  This will give them a clearer understanding of what they need to work on.

3) Timing is everything:

Negative feedback should be given as soon as the event happens that needs to be corrected.  This helps prevent further negative happenings if you were to wait.

4) Reaffirm your faith in their performance:

After your negative feedback to your employee, reaffirm to them how you still have faith in their abilities and your confidence in their action on this particular topic will be corrected and won’t happen again.  This helps confirm you believe in them still and lets them leave the meeting on a high note.

5) Let them talk:

Give them a chance to express their opinion on what happen.  Doing this shows you’re interested in their thoughts and shows a level of respect for that employee.  Don’t let the conversation be one sided.

6) Positive next steps:

Discuss with the employee the corrective actions that need to take place to correct the problem.  Allow them to give their input on the situation to come up with a solution and then both parties must agree to the solution or next steps.

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