Providing feedback to your employees is part of being a manager. These performance conversations should feel productive and set the tone for a positive working relationship with your employee, but preconceived notions could hold you back from giving timely, help- ful, and honest feedback.
Here are three common misconceptions about delivering feedback and how to over- come them:
1) Feedback conversations are always long and drawn out. in fact, fast feedback sessions where you simply share the behaviour you’re observing and allow your team member to respond can be just as effective as a lengthy one-on-one. if they’re self-aware and self- motivated, they’ll likely acknowledge their own misstep.
2) Your feedback has to be perfect. Your employee might see things differently than you do, and you may or may not be right the first time. if you’re willing to have a feedback dialogue rather than a monologue, you’re likely to get new information, additional perspectives and even reactions to the feedback you should consider.
3) With enough preparation, you can manage your employee’s reaction. How an employee responds to your input is based on personal factors. While you should commit to making your part of the conversation as helpful and productive as possible, also understand you can’t control how the recipient would feel. delaying providing an employee with feedback for fear of upsetting them harms both of you and your working relationship.
* Read the full article at https://hbr.org
Stay informed with The Namibian – your source for credible journalism. Get in-depth reporting and opinions for
only N$85 a month. Invest in journalism, invest in democracy –
Subscribe Now!
