Even employees who are highly interested in the quality of their work and are motivated to keep improving do not like negative evaluations of their performance. This stems from the research of Satoris Culbertson, professor of management at Kansas State University, highlighted on the Business News Daily website. The study involved more than 200 employees at a large university in the southern part of the U.S.A who had just gone through performance evaluations. The employees were divided into three groups according to their goals:
- learning-oriented,
- performance prove-oriented,
- performance avoid-oriented.
"Surprisingly, we found that learning-oriented people were just as dissatisfied with an appraisal that had negative feedback as the performance-oriented people were," Satoris Culbertson said. Since performance evaluations have a demonstrable effect on employee motivation, commitment, and performance, it is necessary to provide feedback very carefully. Based on her research, managers are recommended to follow these three steps:
1. Focus on constructive feedback
Negative feedback only says what an employee is doing wrong. Constructive feedback involves possibilities to improve and explains their meaning.
2. Be careful about numbers
The problem with numbers is the fact that different people understand numbers differently. While, for example, a manager may consider giving four points out of five as positive, an employee may think four is in fact the same as five. Use words and clearly explain what is good for you and what needs improvement.
3. Do not hide negative feedback behind positive
Managers often praise their employees first, then come out with a bit of negative feedback, and then end with positive feedback again. This approach looks insincere and it is confusing for employees who often do not understand what the manager wants them to take away.
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