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Chariton Panfilov
Chariton Panfilov

Feel The Vibes (Path Session Mix)



Even with strong communication skills and a healthy level of trust, delivering negative feedback is never easy. It\u2019s normal to feel nervous and wonder what will happen and how your employee will receive your feedback. What if they get angry? Cry? Don\u2019t like me? What if they quit? Remember that you have a lot more control over how you deliver negative feedback than how it\u2019s received. If you\u2019re prepared, it makes your feedback process a lot less stressful and leads to a more productive conversation. Use these tips on how to give better feedback to walk into your next feedback session calm and collected.","step":["@type":"HowToStep","name":"Prepare your talking points","text":"It\u2019s always important to plan out what you want to say and how you\u2019ll say it. This helps you stick to the main points you want to address and make sure your negative feedback is delivered properly. If you can, try bouncing your notes off a trusted colleague or friend for an outside perspective on how your feedback comes across. Questions to help you prepare: Have I covered the who, what, where, when, and why of the situation?Am I naming a specific behavior and\/or giving specific, concrete examples?What are the 2-3 most important points I want to express in my negative feedback?Do I have next steps in mind for myself or the other person?What are my intentions in sharing this feedback? That last question is one of the most important. Understanding your intentions helps you measure the success of your feedback session and pinpoint a goal for the conversation. A positive intention is a good intention: Giving negative feedback isn\u2019t about proving a point or punishing someone. Whether it\u2019s to improve performance, address disengagement, or manage peer relationships, your intentions should always be positive.","@id":"https:\/\/officevibe.com\/blog\/give-negative-feedback#HowToStep","@type":"HowToStep","name":"Keep it professional, avoid getting personal","text":"Negative feedback should never be directed at an employee\u2019s personality\u2014it should be about their actions or behavior, both of which are amenable. Corrective feedback at work needs to be related to the person\u2019s role, responsibilities, or otherwise relevant to the job. And, negative feedback should improve team and employee performance. Pro tip: While you shouldn\u2019t make it personal about them, negative feedback should be personal coming from you. Use openers like \u201cI think \/ I feel \/ I wonder if\u2026\u201d instead of offering negative feedback from a general perspective, like \u201cYou are \/ You do\u2026\u201d Specific examples of professional negative feedback: Instead of: You\u2019re too slow and you\u2019re not keeping up with your peers.Try saying: I noticed you were struggling to meet your deadline last week, let\u2019s talk about what was blocking you.Instead of: You said \u2018like\u2019 and \u2018um\u2019 every other word during your presentation and it was really unprofessional.Try saying: The content of your presentation was excellent, and I have a few pointers for a more impactful delivery if you\u2019re open to my feedback. Like these examples? Discover even more employee feedback examples to help you formulate your thoughts like a pro.","@id":"https:\/\/officevibe.com\/blog\/give-negative-feedback#HowToStep1","@type":"HowToStep","name":"Ask questions and listen carefully","text":"Every productive conversation is a two-way street. Sometimes a good way to approach tough feedback is to start by asking for the other person\u2019s perspective. You can ask coaching questions to help guide them through the issue at hand and arrive at their own conclusions. Hear them out on their theories of what could be done better\u2014you might even be surprised by their insights. Try the past-present-future method: How do you think things are going right now with [name the topic of discussion]?Have you ever had issues like this in the past? How did you deal with them?Do you have ideas for how we can improve the current situation or avoid it in the future?","@id":"https:\/\/officevibe.com\/blog\/give-negative-feedback#HowToStep2","@type":"HowToStep","name":"Be direct and genuine","text":"Have you ever tried to deliver feedback using the sandwich method? In other words, squishing the negative feedback between two positives in the hopes of softening the blow? This is a surefire way to confuse your receiver and dilute your message. Keep positive feedback separate from constructive feedback to avoid sending mixed messages. Likewise, if you try to mask your criticism as positive feedback, or suddenly take on a new persona in your feedback session, your direct report might start to feel distrustful or defensive. Employees want a manager who\u2019s honest, transparent, and communicative. So be natural, be direct, and keep your employee\u2019s best interest in mind when you share negative feedback. 3 Quick tips for more authentic exchanges Check in on your mindset. Are you feeling frustrated, upset, or judgmental? Maybe even just tired, stressed, or distracted?Exercise your empathy. If you were the one receiving feedback, how would you want someone to share their thoughts with you?Stay true to the relationship. Avoid taking on a more professional or personal tone than usual. Approach the conversation how you would any other one-on-one with this person.","@id":"https:\/\/officevibe.com\/blog\/give-negative-feedback#HowToStep3","@type":"HowToStep","name":"Discuss solutions and set next steps","text":"Giving constructive feedback isn\u2019t just about evaluating, it\u2019s about evolution. Ongoing feedback is a crucial part of improving employee performance and helping your team members grow. So beyond sharing your perspective on the present, be sure to discuss how the feedback applies in the future, and what actions your employee might take to apply it in their day-to-day. Try the problem-implications-solution approach: Raise the issue at hand and present the facts (problem).Discuss how it affects the team, project, or company (implications).Workshop ways to resolve the situation together and decide on a few that make sense (solutions). Whatever the starting point of the conversation, an important part of giving corrective feedback is establishing clear next steps. Help your employee pinpoint a few action items you can follow up on in your next discussion.","@id":"https:\/\/officevibe.com\/blog\/give-negative-feedback#HowToStep4"],"@id":"https:\/\/officevibe.com\/blog\/give-negative-feedback#HowTo"},"@id":"https:\/\/officevibe.com\/blog\/give-negative-feedback#BlogPosting"},"@type":["BlogPosting"],"@id":"https:\/\/officevibe.com\/blog\/give-negative-feedback#BlogPosting","@context":"@vocab":"http:\/\/schema.org\/","kg":"http:\/\/g.co\/kg","url":"https:\/\/officevibe.com\/blog\/give-negative-feedback","publisher":["@id":"http:\/\/schemaapp.com\/GSoftOrganization#SharedDataItem"],"dateModified":"2022-04-07T14:01:40+00:00","author":["@type":"Person","@id":"https:\/\/officevibe.com\/blog\/give-negative-feedback#PersonauthorHighlight-202203222152471910","url":"https:\/\/www.linkedin.com\/in\/nora-st-aubin-3948a3150\/","name":["Nora St-Aubin","https:\/\/www.linkedin.com\/in\/nora-st-aubin-3948a3150\/"]],"timeRequired":" \n 10m\t","articleBody":"\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n","datePublished":"2022-01-24T15:00:00+00:00","name":"How to give negative feedback without demotivating employees","headline":"How to give negative feedback without demotivating employees","subjectOf":["@type":"FAQPage","@id":"https:\/\/officevibe.com\/blog\/give-negative-feedback#BlogPosting_subjectOf_FAQPage","mainEntity":["@type":"Question","@id":"https:\/\/officevibe.com\/blog\/give-negative-feedback#QuestionsubjectOf_FAQPage_mainEntity2","acceptedAnswer":["@type":"Answer","@id":"https:\/\/officevibe.com\/blog\/give-negative-feedback#QuestionsubjectOf_FAQPage_mainEntity2_acceptedAnswer_Answer","text":"Poorly delivered negative feedback can be worse than no feedback at all. How people receive feedback can make a big difference in how (or whether) they apply it. If constructive feedback is perceived as criticism, punishment, or an attack, employees may shut down. This can impact everything from an employee\u2019s performance to their morale, engagement, and trust in their manager or peers."],"name":"What are the effects of poorly delivered negative feedback?"]],"@context":"http:\/\/schema.org","@type":"Organization","logo":"@type":"ImageObject","width":"144","height":"144","url":"https:\/\/officevibe.com\/mstile-144x144.png","@id":"https:\/\/officevibe.com\/#ImageObject","image":"@type":"ImageObject","width":"2400","height":"1260","url":"https:\/\/assets.officevibe.com\/wp-content\/uploads\/2021\/03\/OG-Image-Facebook-1200x630-1.png","@id":"https:\/\/officevibe.com\/#ImageObject1","description":"Join over 50k managers creating better relationships with their teams using Officevibe. 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Feel The Vibes (Path Session Mix)

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