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 9 Pasos para dar feedback positivo o negativo, eligiendo el momento para poner en práctica el método de comunicación.

Do you ever wonder why it’s so difficult to give and receive feedback in the workplace? Many owners and managers struggle with pointing out areas of improvement for their employees. Employees, in turn, often have a hard time hearing they aren’t performing up to standards or that some areas of their work could be better.

While feedback can be a complicated subject, it’s also a necessary one. Why? Because effective and honest feedback is key to an engaged workplace. In a survey, 77% of the workplaces with the highest employee engagement were those that employed a consistent method of feedback.

I once conducted interview-based 360-degree assessments with three executives in the automotive industry.

Coming in as a third party consultant, I perceived a cautious skepticism from the leaders under review.

I decided, right at the onset, to create an environment conducive to their learning from the feedback they would be receiving. My goal was to help them be receptive to the comments and to avoid the thought that often comes by default when reading negative feedback: Who could have said that?

My clients and I worked together during the first meeting and agreed to navigate the process while bearing in mind the following three principles:

Here are seven questions that can help you get to the heart of your feedback.

With all the “be your best self now!” hullabaloo, we can get overwhelmed with what we think we should be doing. We can drive ourselves crazy thinking about all the things we could do to make ourselves smarter, stronger, better. Not long ago, I actually found myself surrounded by whiteboards sketching out all of my self-improvement plans for the year, kanban board style.

And while goals and growth plans are great, sometimes the best ideas for change come from an awareness outside of ourselves. I know, it sounds weird to hear a leadership coach telling you to look for something outside of yourself. I’m all about tuning into that courageous and all-knowing voice who can tout your fabulousness–it’s good stuff. But let’s get real: Sometimes the only way to get perspective about what needs to change comes from an outside perspective. Yes, believe it or not, there is often a gap between who we desire and think we are presenting to the world, and the way others see us.

Turns out that when you ask the people around you–the ones who see you in action every day and are impacted by the choices you make–where you can grow, their ideas might be a little different than your own.

Let’s face it: Negative feedback on your job performance can be a drag. Who likes to be told that their work could use improvement?

Research published in the Harvard Business Review provides some interesting insight into receiving and giving such feedback. While managers by and large avoided giving negative feedback or praise, employees craved it. And they weren’t looking for platitudes, either—57% wanted corrective feedback versus 43% who wanted praise. Seventy-two percent said that corrective feedback could improve their job performance.

Still, it’s one thing to think about that in theory—and another to hear from your manager, “We need to talk about your performance . . .” If you do find yourself on the receiving end of negative feedback or criticism, here’s how to cope.

Feedback is a powerful means of optimizing performance in others. When done well it helps employees fine-tune their efforts to achieve results while strengthening self-confidence and deepening engagement – two outcomes that increase initiative and "stick-to-it-iveness." 
 
But feedback is often misunderstood by leaders at every level, too frequently avoided, or ends up having little to no impact, or can even makes things worse.

One of the most difficult parts of a manager’s job is giving feedback. In a survey of 7,631 people, we asked whether they believed that giving negative feedback was stressful or difficult, and 44% agreed. When talking with managers about giving feedback we often hear comments such as, “I did not sleep the night before,” “I just wanted to get it over quickly,” “My hands were sweating and I was nervous,” and “They don’t pay me enough to do this job.” We find that because of this anxiety, some managers resist giving their direct reports any kind of critical feedback at all: when we asked a different group of 7,808 people to conduct a self-assessment, 21% admitted that they avoid giving negative feedback.

Your employees are tough enough to handle a few negative comments. Quality employees welcome it. Really, how else could they grow personally and professionally without a few critiques? So, it’s no surprise two-third of employees who responded in the What’s New In Employee Management Trends report by my company, Quantum Workplace, want immediate feedback – even when it’s negative.

Constructive criticism is healthy for employees, but too much can put a damper on your company culture. And with your culture directly affecting retention rates, it’s crucial leaders understand how to properly give – and receive – all types of feedback.

Think about the different workplace attitudes and leaders at your company. There’s always at least one person in the office who everyone runs from because they constantly spew negativity. It’s time to transform these negative attitudes into helpful feedback:

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