Providing Negative Feedback

Managers often have the unpleasant task of giving subordinates negative feedback about their performance, productivity, or other work-related matters. This can be quite difficult to handle, especially if the manager is not able to provide the feedback in a way that would not offend or demoralise the employee. So, here is a short guide that can help a manager give negative comments effectively without causing more harm than good.

First, make sure that you have your feelings under careful control. If an employee has done something that upsets or angers you, make sure that you do not talk to him when your emotions are still disturbed. Confronting someone when you are angry can only aggravate the situation. Once you are feeling more in control of yourself, ask to speak to the employee in a private place. Negative feedback must always be given to a person away from his colleagues. You would not want to criticise him in front of everyone and cause him embarrassment since this would not ensure his cooperation with any corrective actions you wish to make. Tell him what he did wrong without criticising him personally. Instead, focus on his performance and the changes or improvements that you would like him to make. You must be very specific when you give him your feedback and avoid general statements. Inform him exactly what he did wrong and then advise him on the proper course to follow in order to make up for his mistake. Again, remember to do this in a calm, non-confrontational way so as not to cause offense.

Giving negative feedback may be a taxing experience for both the manager and the employee concerned, but it is a necessary task that must be accomplished if success is to be attained. So, make sure that you do it the right way to get the most good out of it.