Give Feedback that Motivates

 You know how sensitive youngsters are. However, you still need to provide them with inputs as part of their development. It’s part of your job as manager. How do you marry these two goals of communicating unhappiness with someone’s behavior or some outcome that he/she was responsible for? And, making sure that he/she does not feel offended or take it as a personal criticism?

We need to follow a few simple steps:

  1. You cannot undo an event or an outcome. Anger is rarely constructive. Avoid instant reactions, take a few moments to relax and think.
  2. Your goal is to help your teammate learn and improve for the future.
  3. Remember that your teammate has a good track record and done many good things in the past.
  4. Start by re-stating the facts of the event, and outcome vs expectations.
  5. State clearly that certain things did not meet your expectations
  6. Do not criticize your teammate with a judgmental comment. Only express your disappointment with the outcome.
  7. Say that you are hopeful of your teammate’s ability to learn and do better in the future.
  8. Help the teammate reflect on what he/she could learn from the actions and outcome. What could have been done differently to get the desired result?
  9. Help spell out the lessons learned and what he/she will do differently in the future.
  10. Compliment him/her for their effort and motivate them by expressing confidence in their ability to better.

Every failure is an opportunity to learn. Use it for developing your teammate. Help him/her improve his skills for the future. Your timely intervention and your well-intended critical talk will be appreciated.

By Narendra Ambwani for Zeus 

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