Posted

As leading recruiters in Phoenix, PrideStaff knows that giving feedback to an employee is awkward. You don’t want to hurt feelings; at the same time, you need performance improved. So, you approach the situation carefully, frame your comments in just the right light, and stand back, waiting for your employee to nod their head.

But what happens when they reject what you say? They get defensive or completely disagree with your take on the matter?

It certainly takes the circumstances from slightly uncomfortable to extremely stressful in a matter of seconds. To help you handle yourself and get what you need from your employee, here are some tips to follow:

Acknowledge their opinion.

You don’t want the situation to turn into a drawn-out debate. At the same time, even if you totally disagree with what they’re saying, it’s important that you give them time to offer their opinion and listen carefully to it. Perhaps, there are factors you weren’t aware of or didn’t consider.

Explain your role.

As a manager, it’s your job to give feedback. As an employee, it’s their job to take it and implement your suggestions. Some employees, though, simply get defensive every time you make even the smallest remark. That’s why it can be helpful to take the emotion out of the situation and explain that part of your job is managing their performance. And that it’s your responsibility to help employees correct course, when needed. Perhaps when they understand and accept this dynamic, they’ll be less defensive next time.

Don’t get charged up.

If an employee messed up, it’s easy to lose your temper when they deny their role in it. But don’t get angry or aggressive. You won’t get anywhere and your employee will simply shut down. Stay calm and keep the situation under control. Use neutral language, like “I understand that you view things differently. But at the end of the day, I’m not getting the performance I need from you in A, B, C areas.”

Share a story with them.

If you’ve made a similar mistake in the past, it can be helpful to share those kinds of stories when giving feedback. This will help your employee see you as a person who makes mistakes, too, not just “the boss.” Your employee will also be more willing to listen and learn from the situation when you discuss your own personal experiences with receiving feedback.

Get specific.

Once you’ve shared your feedback, make sure your employee knows the specific next steps you want to happen. For instance, “going forward, this is what I want to see…”

Giving feedback isn’t fun and most managers don’t enjoy it. So, you’re certainly not alone. But don’t avoid the conversation out of a sense of discomfort. You’re not doing your company or your employee any favors.

Need help with these and other HR-related issues, like hiring and staffing?

Call the experts at PrideStaff. As leading recruiters in Phoenix, we can provide you with quick and easy access to talented candidates for temporary and full-time roles in a variety of fields. To learn more, contact PrideStaff today.


 

 

 

Leave a Reply