A lot has already been written about feedback. In your practice, you were certainly convinced of the importance of providing feedback many times as well as about the fact how difficult it can be. It is so becuase only a few people are able to receive feedback - especially the negative. Even if you provide it in a completely professional manner, a person who did not expect your criticism usually does not respond very professionally, let alone to be ready to accept the need for change. Humancapitalleague.com therefore came up with three basic recommendations for providing negative feedback so as to be easily acceptable and really helpful to improve the situation.
1. Speak immediately
You can hardly expect that your feedback will be heard when you provide it like: "Six months ago you showed a really bad performance." Immediate feedback easily accepted and more helpful in eliminating problems.
2. Be specific
Avoid general statements like: "You are too negative." Such statements do not say anything about what and how a given emyployee should change. Be as specific as prssible with regard to the context of the situation.
3. Connect your feedback with a call to action
Specify a clear idea of improvement along with your criticism. A criticised employee needs to hear what you expect from him and what benefits it will mean for him. He also needs to see that you trust him.
-kk-