Some leaders dread offering constructive criticism to employees because at times, no matter how positive their delivery, oftentimes, it is received negatively. Employees may feel embarrassed, ashamed, low and like they have a target on their back.
Let’s face it, none of us want to be perceived as a staunch critic but when carried out with empathy, constructive criticism has tremendous value.
Offer constructive criticism as feedback by explaining one of the best ways to grow is to identify areas of improvement.
Employees who do not receive feedback become disengaged. On the other hand, providing strength focused feedback engages employees and engaged employees are more productive.
Ideas for Best Practices:
1) Make feedback timely and don’t make it personal. Feedback is most effective when delivered immediately so that the employee can easily recall what occurred. Be mindful to allow a cool down period if emotions are elevated. Remember, when executed poorly, constructive criticism comes across award and accusatory.
2) Opt for an authentic approach using specific and supportive language. Avoid vague and judgmental language.
4) Frame the feedback with positive intentions. Say something like, “I know you’ll offer great information in your speech and I want to make sure the audience receives all of it. So let’s think of ways to increase your eye contact and project your voice.”.
By shifting your perspective, it will build employee morale and productivity.
Give us your feedback and share the method that is most effective for you. Whatever you do, make it a great day!
Leave a Reply