How to give negative feedback as a manager?
Picture this: You're a manager with a heart full of rainbows 🌈 Every day is filled with praise, high fives, and joyful celebrations. But suddenly, a dark cloud appears on your sunny horizon. It's time to give your employee some negative feedback!
Okay, maybe it's not that dramatic, but let's face it, giving negative feedback is never a walk in the park. While it can be a challenging scenario, it doesn't have to be disheartening. Offering constructive criticism is crucial for fostering a strong team and being a supportive leader.
**Are you an employee wanting to give negative feedback to your manager instead? Read more here !
When should you give negative feedback to an employee?
There can be a variety of personal and professional reasons as to why an employee’s performance may be suffering, but it’s crucial to pay attention when detrimental patterns persist.
As soon as you observe an employee's actions having a negative impact on the quality of work or the well-being of other team members, make it a priority to schedule a conversation with them. However, it's important to approach the situation discreetly to avoid unwanted attention to the individual.
How to deliver the negative feedback?
We strongly encourage the use of the Situation-Behavior-Impact Model (SBI) as a feedback tool. This model offers a clear structure for delivering impactful and constructive feedback in real-time. By following the three stages of the SBI, you can provide honest feedback while upholding professionalism and showing respect!
How to use this framework?
Here's an example of how you can use the Situation-Behavior-Impact (SBI) feedback model :
During the team project, Mark missed multiple deadlines and failed to complete his assigned tasks on time.
Mark has consistently missed deadlines and failed to deliver his work according to the agreed-upon schedule.
This behaviour caused delays in the project timeline, increased the workload for other team members, and affected the overall productivity and progress of the team.
For optimal feedback delivery, consider constructing it in the following manner:
“Mark, I've noticed that you consistently missed deadlines and failed to complete your assigned tasks on time during the recent team project. This significantly impacted our project timeline, team workload, and productivity. It's crucial that we meet deadlines and work collaboratively to achieve our goals. I expect you to improve your time management and fulfil your responsibilities within the agreed-upon timeframes. Let's work together for the success of future projects.”
Remember, It’s important to encourage your employee to reflect on the situation and consider the impact of their behaviour. By using this structure, you can effectively communicate your expectations and help employees understand the consequences of their actions while encouraging positive change.
Make sure to keep an open mind and continue the conversation with a willingness to listen and understand their viewpoint!
Seeking further guidance in effectively navigating feedback among your employees?
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