Crucial Conversations are easy to avoid. Consider the following tips when providing constructive feedback.
1. Managers should only give feedback to improve an employee’s job performance or work-related behavior. Feedback should not be given regarding an employee’s private life unless it affects their ability to work.
2. Focus on the individual’s actions rather than their personality.
3. Focus on the individual’s future instead of dwelling on past actions.
4. For the greatest impact, don’t delay feedback. Provide it as soon as possible after you become aware of problem behavior.
5. Give accurate details to prevent the individual from misunderstanding your feedback.
6. Learn the individual’s point of view to gain insight into his or her behavior.
7. Make sure you give feedback in a private setting—especially the constructive feedback.
8. Document your feedback, regardless of how insignificant it may seem.
Being an effective manager is not easy, but taking the time to practice and properly give constructive and positive feedback can get you well on your way to success!
Krista Moore, president of K.Coaching, Inc., an executive coaching and consulting practice that helps hundreds of companies maximize their full potential through enhancing their sales strategies, sales processes and sales leadership.