By Emily Faracca – On
How do your employees really feel after a review with you?
Maybe there's no way to know for sure. But there are ways to mitigate negative aftermath - for example, the fear that your employee will become downtrodden, play the victim, or disengage entirely.
Deep down, we know that giving and receiving constructive criticism is absolutely essential to personal (and interpersonal) growth and development in the professional world. Click to Tweet!
There's just no way around it. None of us are perfect, after all!
But feedback gone wrong - even if it's positive - can have detrimental effects to overall team culture and individual employee performance.
In an article for Quantum Workplace, Dan Hoppen says: "Feedback is a gift. It is data."
When you stop seeing feedback as awkward, uncomfortable or negative, it changes the experience for everyone involved. Take a minute and ask yourself these two questions right now:
1. How committed am I to my employees' success?
Your answer to this question drastically affects how you give feedback.
2. How clear are my expectations?
Typically we don't think about giving feedback until we notice a dip in employee performance. But the truth is, the loss of engagement may have been happening long before the performance showed it.
When this happens, it's important to ask yourself if your expectations and standards for performance are clear to your employee. What are they working towards? Do they have clear KPIs in place?
When these milestones are missing, employees may not have any idea if their performance counts. This leads to disengagement ("Does it really matter how hard I try?") and consequently, a dip in performance.
Even if it's an industry where output is hard to measure, do your best to provide ways for your employees to track and measure their own performance. That way, when the feedback comes, it's not a shock. It's an exchange in which you can either help them get to the place where they hit their KPIs, or celebrate that they have and discuss how they did it.