Don't give assessments
Posted: Tue Jan 21, 2025 8:27 am
Competent feedback involves listing the circumstances, but should not include the manager's personal assessment of what happened. Tell the employee how you see his activity, how it affects the activity of the team, the company and its product. How he treats the information received, the employee will subsequently decide for himself.
The manager must remain neutral. Under such conditions, the reptilian part of the employee's brain will not have a reason to worry. The person will feel completely safe. Only in such a calm state can one make balanced decisions and consider many facts.
Feedback should be specific
Tell the employee fantuan database which of his/her activities ensured the success of the project and brought benefit to the company, and which actions failed. If you miss these moments, then it will be difficult for the specialist to eliminate shortcomings or repeat success in the future. The manager should be specific and spare no time for various explanations during feedback.
Demonstrate that mistakes made can be corrected
Explain to the person that anyone can make mistakes. Most mistakes can be corrected. There is no need to say that the employee's omissions led to a complete failure. Even if this is true, he will understand everything himself. It is necessary to discuss with the employee what should not be allowed and what to do next.
Blaming the relatively large number of errors this month that almost ruined the project will not help the specialist to correct them and grow further. The stronger the criticism, the more he will feel guilty. At the same time, phrases like "We tried, nothing worked out yet, but it will still happen" will help calm down and concentrate on correcting the shortcomings.
Ask questions and listen to your employee
Give the employee a chance to speak up. Let them share their thoughts, ask for advice, or even argue. Perhaps you are unaware of some facts, or the information you have is incomplete. To ensure mutual understanding, it is important to create conditions for dialogue.
How to listen to your employee
If your employee has made a lot of mistakes, don't bombard him with your assumptions. You need to find out his opinion about the reasons for this situation. Ask leading questions that will help you and the specialist better understand the essence of the problem and find the right solution.
Invite the employee to express his opinion about the work. Clarify what he strives for and what his experiences are related to. You will be able to understand him better and figure out what to do so that he does not burn out emotionally because of the work.
Find solutions to problems together
Once you figure out what the problem is, don't rush into making decisions or giving direct instructions. Let the employee think for themselves what's best to do. It's much more enjoyable to implement tasks that weren't imposed from above.
Perhaps the employee cannot find a solution on his own – help him. You should offer several options for action for consideration, share your opinion on how you would act in such a situation.
There is no need to give motivational recommendations like "Improve yourself and be proactive." This will not bring results. Offer to take specific steps: "Try working with this program," "If you have specific ideas, tell me right away, and if everything goes well, share them with the customer." The main thing here is not to put pressure on the employee.
The manager must remain neutral. Under such conditions, the reptilian part of the employee's brain will not have a reason to worry. The person will feel completely safe. Only in such a calm state can one make balanced decisions and consider many facts.
Feedback should be specific
Tell the employee fantuan database which of his/her activities ensured the success of the project and brought benefit to the company, and which actions failed. If you miss these moments, then it will be difficult for the specialist to eliminate shortcomings or repeat success in the future. The manager should be specific and spare no time for various explanations during feedback.
Demonstrate that mistakes made can be corrected
Explain to the person that anyone can make mistakes. Most mistakes can be corrected. There is no need to say that the employee's omissions led to a complete failure. Even if this is true, he will understand everything himself. It is necessary to discuss with the employee what should not be allowed and what to do next.
Blaming the relatively large number of errors this month that almost ruined the project will not help the specialist to correct them and grow further. The stronger the criticism, the more he will feel guilty. At the same time, phrases like "We tried, nothing worked out yet, but it will still happen" will help calm down and concentrate on correcting the shortcomings.
Ask questions and listen to your employee
Give the employee a chance to speak up. Let them share their thoughts, ask for advice, or even argue. Perhaps you are unaware of some facts, or the information you have is incomplete. To ensure mutual understanding, it is important to create conditions for dialogue.
How to listen to your employee
If your employee has made a lot of mistakes, don't bombard him with your assumptions. You need to find out his opinion about the reasons for this situation. Ask leading questions that will help you and the specialist better understand the essence of the problem and find the right solution.
Invite the employee to express his opinion about the work. Clarify what he strives for and what his experiences are related to. You will be able to understand him better and figure out what to do so that he does not burn out emotionally because of the work.
Find solutions to problems together
Once you figure out what the problem is, don't rush into making decisions or giving direct instructions. Let the employee think for themselves what's best to do. It's much more enjoyable to implement tasks that weren't imposed from above.
Perhaps the employee cannot find a solution on his own – help him. You should offer several options for action for consideration, share your opinion on how you would act in such a situation.
There is no need to give motivational recommendations like "Improve yourself and be proactive." This will not bring results. Offer to take specific steps: "Try working with this program," "If you have specific ideas, tell me right away, and if everything goes well, share them with the customer." The main thing here is not to put pressure on the employee.