Fremont, CA: Managers who can approach and navigate difficult conversations effectively aid in the development of struggling workers into thriving employees. Providing negative feedback is essential for keeping organisations on track. Everyone is more likely to stay engaged and productive when they know where they stand and what is expected of them.
While difficult conversations are necessary for effective leadership, most managers try to avoid them at all costs. Instead of dealing with problems right away, they postpone them until the annual performance review. As a result, employees feel punished for something they had no idea was a problem. As a result of feeling attacked and as if their development isn't a priority, they become disengaged.
Create a Safe Environment
To be most effective, all feedback, whether positive or negative, should be delivered in real time. While public acclaim is appreciated, negative feedback should be delivered in private.
Creating a safe environment necessitates understanding the distinction between healthy and unhealthy methods of delivering negative feedback. The former fosters a safe environment in which the employee is more receptive, whereas the latter puts the employee on the defensive, causing them to shut down and disengage.
Understand the Desired Outcome
Review the situation and understand the desired outcome before approaching the employee with feedback. The goal of providing feedback is to assist employees in understanding what success looks like for their role, team, and company. Furthermore, everyone should leave knowing what they're working on and what the desired outcome is.
Managers who approach difficult conversations without a strategy risk deviating from the desired outcome. Managers can avoid this by asking two simple questions: "What is the purpose of this conversation?" and "What is the ideal outcome?"