Delivering negative feedback to employees is one of the most difficult tasks a manager has to do. It is not that they do not want to let the employee know what they have either done wrong or need to improve on. It is being able to deliver the information in a way that it will be received without causing further problems with the employee.
Delivering the information showing that you are concerned about the issue and not angry will help to set a more positive stage.
Here are a few do’s and don’ts to help when it is necessary to deliver negative feedback:
- Do listen actively, make sure there are no misunderstandings with the issue at hand.
- Do not be overly negative or harsh when discussing an employees performance.
- Do not get angry or irritated during the conversation.
- Do put a positive spin on the negative, if possible, to make it easier to accept.
- Do be respectful how you approach the message.
- Do allow the employee to explain and offer a solution to the issue.
- Do give examples of what should have been done.
It is important to come up with a plan to work together ensuring that the problem gets resolved and corrective training ensues in a positive way. If you take the time to handle these situations correctly you will not only fix the problems, you will gain the respect of your employees.
What way have your handled negative feedback that has turned out to be a positive action? The article below gives more information on handling this issue.