When Employees Feedback Backfire

Amir [email protected]

When Employees feedback backfire


Management Series



An inspiration from Management Article



Many times, leaders, managers, and executives give up on providing employee feedback because it has backfired on them. Why is that the case? Why does feedback so often backfire?




There are (8) simple causes



1. Indirect conversation

2. Impression without impact.

3. Un-Open dialogue.

4. Discussion that includes "But "

5. Discussion that is irregular.

6. Discussion without planning

7. With-out collaboration.

8. Negative attitude



Explanation of causes



People often go the long way around the mulberry bush when it comes to giving feedback. They talk about everything except the real issue.

1. Indirect conversation



Involving employees in irrelevant meeting that does not create true impact.

This will loose their important time and efficiency level and ultimately their performance going down and down.

2. Impression without impact.



It is vital to engage the employee in open dialogue; to seek to understand their thought processes and reasons. If you don't listen to them, you may not get a clear understanding as to why the employee is behaving in this manner (do they lack skills, knowledge, etc).

3. Un-Open dialogue.



The biggest troublemaker in the feedback process is also the smallest word: "BUT." If you are giving redirecting feedback and you say, "You're doing this, this, and that very well, BUT ..." you have just lost your audience. They will forget everything prior to the "but" and will only hear the negative comments. Not only that, but it will leave them feeling negative about the entire encounter, rather than being inspired to make a positive change.

4.Discussion that includes "But "



One of the biggest culprits that derails effective feedback is simply that managers and executives do not provide feedback on a regular and ongoing basis. Often, they feel that they don't have the time. Or perhaps that it's not important. Or they hope the problem will go away.

Unfortunately, problems never just go away. They build and multiply

5. Discussion that is irregular.



The whole reason feedback is given is because there has been a consistent problem that needs to be addressed. It is foolish to think, however, that fifteen or thirty minutes of dialogue will resolve a problem that has been going on for weeks or months. That is why proactive planning and follow-up are so important.

It is vital that the manager and employee determine together how to solve the problem and what steps to take ... and then meet regularly to check on progress.

6. Discussion without planning



If the manager acts as a dictator, the employee will respond as a rebel or as a compliant sheep. But if the manager engages the employee in the resolution and planning process, the employee will more likely take ownership of the solution and its implementation.

Collaboration is inherently validating and encouraging -it builds people up because they feel they have more control over their fate.

7. With-out collaboration.



it is vital to take the time to encourage the employee after giving feedback or whenever you catch them doing something right! Leave them with a positive outlook, and seek to bolster that positive attitude at every opportunity.

Most people who receive regular encouragement even in the face of negative feedback will have the internal resources and desire to make significant and lasting changes - and will do so with a good attitude.

8. Negative attitude



Thank you,

Business

When Employees Feedback Backfire