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Most leaders want to provide feedback that will help their employees improve. Sadly, many managers provide feedback that makes employees feel bad about themselves and their job.
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According to Peter Bregman and Howie Jacobson, coauthors of You Can Change Other People, feedback, especially if labeled "constructive," virtually always lowers employee engagement.
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However, there are ways to provide feedback that are both difficult and beneficial to employees. Here are some tried-and-true methods.
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Become an ally instead of a critic
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An ally in improvement is far preferable to a performance critic. As a result, it's critical to approach employee input as an ally.
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Step one is to empathize. Recognize that if employees are having difficulties, it must be unpleasant or aggravating to face this every day.
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Step 2: Boost your self-assurance. Inform employees that you believe they are capable of handling the matter.
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Step 3: Obtain approval. Inquire if they are willing to discuss the matter and possible solutions with you.
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Go straight to the final result
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You can be persuaded to review the "issue" if employees grant you permission to look into the situation and hunt for solutions. Don’t!
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According to the authors, this is simply a return to negative feedback. Instead, concentrate on the "energizing future" that they can bring about.
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"What are you hoping to achieve here?" you might inquire.
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Then give them time and space to describe what they're attempting to accomplish or overcome for themselves and the company. Assist them in turning this into a positive, clear, and meaningful outcome.
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Look for opportunities that are hidden
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You can return to the problem once you've figured out the final outcome. However, you do not have to treat it as a problem to be fixed.
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Instead, you can now frame it as something that might assist them in achieving the intended result. Perhaps it provides an opportunity to put a new behavior into practice. Or it could be pointing to a larger (or even smaller) underlying problem that needs to be addressed – and that attention will cure the problem.
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Source: hrmorning.com
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