But it can be the best thing you do as a leader…
There’s a right way and wrong way to give constructive feedback to your employees…
The right way means:
- You don’t have to be the bad guy
- Your employees leave the convo saying “THANK YOU”!
If you’re saying “yes, please, tell me the secret!” – then keep reading…
How?
You must first lay the groundwork of ACCOUNTABILITY.
This starts with MODELING IT.
Giving your employees reason to believe that you CARE, long before the time comes to give hard feedback.
Once again:
to give feedback well,
the process starts LONG before the conversation itself.
Here’s an example.
Think of a few times when you received negative or constructive feedback…
- When did it go well?
- When did it NOT go well?
What was the difference?
How did that person give you feedback that allowed you to take it and grow from it?
I bet the following factors were involved if it went well:
- You trusted their intentions.
- The feedback was actionable.
They focused on your growth not your failure.
SO…
If you model accountability, build trust, and show your employees THROUGH YOUR ACTIONS – over time – that you care…
They’ll receive your feedback gladly, and grow.
If you don’t? They won’t.
And you may have some disgruntled employees and more awkward convos.
THE BIG TAKEAWAY:
Leaders must CONNECT before they CORRECT or give constructive feedback.