Throughout my career some of my most challenging leadership moments have involved giving feedback to team members.
And I’m not talking about positive feedback. That’s easy and I love it when I have to praise someone for displaying the traits of a great team player; to congratulate someone for winning a new account; or to high-five an individual for salvaging a client that was literally about to slam the door in our face.
I’m talking about negative (ahem … constructive) feedback. I’m starting to sweat just thinking about some of the awkward situations I’ve found myself in over the years.
If the constructive feedback is performance related it makes the conversation slightly easier since you can base your feedback around results (or lack thereof). It’s factual.
But what about those situations which are not performance related? This isn’t a behavioural based interview, so I am going to ask you a few hypothetical questions.
How would you handle these situations?
When it comes to giving feedback, it’s important to do this in the proper way, or you run the risk of harming your team’s dynamic.
Providing constructive feedback can be a daunting prospect for any manager – new or experienced. But you don’t need to lose sleep over giving feedback, and doing it well can actually help your working relationship with your employees and allow them to grow.
Our friends at Make it Cheaper have created this awesome Infographic on how to best deliver constructive feedback to your employees.
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