Effective spelling is one of the best skills you can develop on the job, and also one of the easiest to master. Very often, our ability to get along with people encourages us to give honest, constructive feedback. We are convinced that we really need to tell the truth so as not to embarrass anyone. Ale, as it seems, whatever you allow, you will. So what is the right way to give negative feedback to a professional worker?
ContentHow to correctly give negative feedback at work: work at the right time. Regularly inform about problems so that the negative feedback is not so shocking. #8217;activity Follow the facts and demonstrate the solutions
WomanEL will share the joys of the successful managers. This will lead to the improvement of the work of your workers, and not to the announcement of a salary:
How to correctly give negative feedback at work: work in the right hour
Wait until the end of the working day so that you have time and space for a full conversation, and at the same time do not feel that each of you has your own affairs to handle. Shelby Fryer, a great service to the Soho House restaurant, says: “My greatest pleasure is that you don’t have to worry about work. Leave it for later.” This is especially important in the hospitality sector.
This may also affect the office environment. If you don’t go out to talk until the end of the working day, then wait until lunchtime, so that your student will have time to think and turn around with any food.
Regularly notify about problems to create a negative impact sound’language is not so shocking
It’s best for ceremonies to sound like this: “A good boss never surprises his team.” Whether it’s short time in company, or low productivity, or changes in the menu, constant aggravation leads to shock. If you can't cope with your own language, you need to discuss it before it develops into a serious problem. It is very important to give any feedback immediately after an interaction, introduction, conclusion or situation, and not check and save it for later.
“Originality is one of the main features of a well-placed turning point,” says career mentor Laurie McPherson. “Make sure the feedback is regular, and not just negative, and not something that is thrown only once in a while at certification.”
Fryer agrees: “The uninterrupted cycle of positive and negative feedback may arise from the very beginning that wants to come to your team. You are responsible for constantly wanting your team for all those wonderful speeches that stink. It is important that if you are worried about something that needs to be corrected, they know that you are working not in order to get in trouble, but because you really don’t care about the robot, you worry about them and want them to show themselves the best side.”
Are you working with a friend? This is especially difficult, since it is yours. The axis of any pardons cannot be allowed.
How to properly give negative feedback at work: vikorista such nutrition for activity
Lauren McPherson worked in the field of retail trade management for this fate. She discovered that if you ask the spivrobnitniks, as, in their opinion, they work, then they will help discuss the possibilities for augmentation.
“I have been studying coaching questions on the basis of “how, in your opinion, this has happened” or “how, in your opinion, there was mutuality,” and quite often revealed that people, having stumbled, told me: “Oh my God, I can’t Believe me, I did it so wrong. I won’t spend money like that again. I'm so sorry. I feel greedy….” So you won’t end up being a lousy guy if you first provide him with food.
Але як бути, якщо є співробітники, які не так сприйнятливі до запитань і щиро вважають, що чудово справляються зі своїми обов’язками?
«У цьому випадку потрібно бути дуже, дуже конкретним», – каже McPherson. “You need to tell them what you sensed. The client said the axis, and you created the axis. Now the client is ready and does not refuse further assistance. Cost of sales. This is a potential client who will never turn back.” I noticed that the client asked for help, but you didn’t give it.”
Acknowledge the facts and demonstrate the decision
For those who respond well to frameworks, McPherson recommends following the SIFT methodology:
S-I-F-T means:
- What you drank and felt;
- Which flow did it work;
- What do you think is a good client;
- What decisions you could make differently this time.
By understanding the facts about what happened, you can make the situation more neutral and less emotionally charged. “This and that have become,” and not “You have made up for the lack of something,” but “It seems to me that this little thing is better.” “You can’t just read people,” says Shelby Fryer. “You want to establish ways to rectify the situation. Come up with a solution and, if possible, a specific plan for how you will react in similar situations in the future.”
Giving feedback that is not 100% positive will not be acceptable at all. This can be simpler if you practice a gradual turnaround, which includes small but important victories. Make sure your team is willing to give feedback to you so that it isn't completely one-sided. And spilting makes the development of the cycle more smooth and easier.
The particularities of the practitioners are important. Find out what kind of stink it is and how to properly spritz it.