Prepare for the conversation in advance
It is necessary to think through the entire conversation and the sequence of issues discussed. Make a small feedback plan so as not to forget important details.
Be especially careful if there is a risk of losing your temper during a conversation and because the employee has not been following through on agreements accurately enough lately, and you have had to worry about this. Think through your phrases in advance so as not to offend anyone during the feedback process. The goal of feedback is to prevent possible mistakes, not criticism.
You can find out the opinion fantuan database of a specific employee from colleagues with whom he often interacts. Find out from his comrades what they think about his professionalism, ability to solve complex problems. Such information will help to find out how the specialist copes with his duties.
Inform the employee in advance about the upcoming conversation.
Let's simulate a situation: an employee has just focused on a task, but then the manager invites him to his office. The employee has an urgent project, and a meeting with a client is scheduled in an hour. The time for feedback is not very good.
Employees will find an environment where unexpected feedback from management can occur at any moment uncomfortable and even dangerous. They are constantly in the dark about whether work will go according to plan or whether stress will be waiting for them during the day.
You need to warn your employees about the upcoming feedback in advance. The person will be able to make a competent plan for the day, will not be nervous once again. In addition, the employee will have time to reflect, analyze their mistakes and achievements - this will be very useful for your conversation. The employee will perceive feedback much easier, because he will be prepared for it.
Rules for employee feedback
Feedback should be given in person
There is a saying: "You should scold in person, but praise in public." The first part of it does not cause objections. Expressing comments in front of the entire team leads to strong emotions and can distance the object of criticism from colleagues. The second part of the statement can be argued. For some people, public praise can be accompanied by excitement and nervous experiences.
Provide feedback privately, not publicly, even if it is positive. This is important not only because people react differently to public approval, but also to give the employee a chance to speak up. It is not always convenient to talk about your problems, ask for advice, or ask questions in front of everyone.
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Avoid attack
Theoretically, a person has three areas of thought: logical, emotional and reptilian. The first is the youngest, and its battery drains the fastest. According to experts, the logical section of the brain cannot work continuously. Most of the time, consciousness is controlled by the reptilian and emotional areas. They pass through themselves everything that we see, hear, feel.
If you start criticizing an employee without preparation, he will instinctively start to defend himself because he will perceive your attacks as a threat. Even if you have strong arguments, the employee will not be able to adequately perceive your words, since he will be subject to severe stress.
It is very important to present feedback in such a way that it is not understood as an aggressive attack. As soon as you start the conversation, ask the employee a question on an abstract topic. Ask, for example, what interesting things happened in the team, or what are their plans for tasks for the day. In this way, you can create a favorable, positive atmosphere, and the employee will be ready to adequately listen to your speech, including critical comments.