BENGALURU: While leading a team in a company, providing feedback to a team member for better performance is always an easier job. Then there is a time when you have to point out the blind spots and weaker areas for members, which seems somewhat challenging as you don’t want to demotivate them.

However, it is equally important for a manager or a leader to realize that they are directly involved and connected to the feedback they have given. So one need to be careful and understand the tactics of providing constructive criticism. Follow through the article for key-points:

1. Avert negative feedback and regular complaints at your workplace

It is utmost important to surround yourself with positivity to make the most out of your work. A negative or environment filled with criticism and complaint develops friction among people, and ultimately employees stop caring about the work. "I try to give seven positive reinforcements for every negative comment," says Dan Cerutti, a general manager at IBM.

2. Never use feedback to vent

Many studies reveal that employees don’t love their job much for two reasons: because of bad work culture and lower compensations. A job becomes frustrating when employees fail to connect themselves with the organization. In such cases, leaders opt to give them a dose or a string of criticisms, which is lease suggested by experts. In fact, it creates ill feeling and passive resistance in them.

3. Even if it’s negative feedback, don’t email

Avoiding confrontation and trying to use email as a vehicle for negative feedback is misleading. "That's like lobbing hand grenades over a wall," says legendary electronic publishing guru Jonathan Seybold. "Email is more easily misconstrued, and when messages are copied, it brings other people into the fray."

4. Start with an honest compliment

Honest review or feedback is felt the way it is presented, but they way you finish talking about the negative feedback will decide what you were intended to imply. "Effective feedback focuses on the positive while still identifying areas for further growth and better outcomes."

5. Listen before you speak

Giving feedback on anything is a much easy task that most people practice in the organization. You may be going right but how do expect to justify things for the person sitting in front of you. Effective feedback "means paying attention and giving high-quality feedback from an empathic place, stepping into the other person's shoes, appreciating his or her experience, and helping to move that person into a learning mode," says Ludeman.

6. Identify the root of the problem

A better feedback can be suggested if the other person’s view is perceived for an original situation. Rather than asking employees to the needful, ask "Why did you approach the situation this way?" or "What was your thought process while performing the task?" It will not only provide the perspective of the person, you’ll also know what lead them to discover their own solutions and develop their own insights would become clear.

7. If giving, be willing to accept feedbacks

It works both ways. If you believe in constructive criticism, you’d never miss the scope for your improvement. Sometimes, there are things more valuable to managers than receiving honest feedback from employees, still, try not to ignore or discourage it.

As a matter of fact, people actually enjoy feedbacks, even if it is the negative one.

Read Also:
India To Have Highest Salary Increase In Asia Pacific In 2017
Incedo To Hire 3,500 People In India, U.S. In 2 Yrs