Giving Negative Feedback
A Modern intrapreneur will always look at the reality of a situation, including when somebody is not performing. I came across this article and thought it would be useful as there’s some great advice in there: 5 Tips for giving positive Negative Feedback
Negative Feedback and Flow
The one thing it doesn’t mention of course is checking whether somebody is in or out of flow regarding what it is that they are being criticised on…
This can be a sticking point with a lot of leaders and managers in appraisals and performance reviews and impacts on team performance in a number of ways:
- You can’t make a silk purse out of a cows ear – there’s no point trying to make someone into something they’re not.
- When people aren’t adding value and they don’t know how to, they often get defensive. (Discovering how to get into flow often dissipates that defensiveness as team members realise that it’s not personal, it’s about where they add the most value instead of if they’re good or not.)
- When you know whether somebody could be adding great value and be in flow in a certain job role, yet they’re not performing then that narrows the areas to focus on to uncover the root of poor performance. Is it training or attitude? Do they not have the right tools for the job?
However, if they’re not working to their strengths and using the right strategies for their success you could fix all the things in the world and it might not make that much difference, except for the time and other resources that you wasted in the meantime! Be careful that this isn’t just a tactic to avoid having a difficult conversation.
While these conversations may be challenging at first, they’re actually the best thing you could do for you and your team in the long run – as long as it’s done in the right way of course. A key motto I learnt with Talent Dynamics to remember is,
“It’s not about being right, it’s about getting it right!”