CONTACT US

HOW TO COMMUNICATE TOUGH MESSAGES

Providing feedback to staff is always tough, but if it’s “constructive,” you not only get the message across, but, build a more cohesive and capable team as a result.

Do you remember when your parents told you to eat your veggies because they were good for you?

Now that you’re an adult, you know they were right.

Well, just as they were right from the beginning, I’m asking you to trust me when I tell you this: constructive feedback is the only way to learn and develop—both personally and professionally.

That means, you as Manager, have a responsibility to your staff to help them develop. That means, you have to give constructive feedback.

What is constructive feedback?

First, I’ll tell you what it’s not.

Constructive feedback is not criticism (which has a negative connotation because it is so often generalised and personal).

Constructive feedback is a not personal (e.g. you are lazy), but a targeted response to an individual’s action or behaviour (e.g. you did not accomplish the task you agreed to complete) that is intended to help them learn, and is delivered from a place of respect.

Constructive feedback is not “closed” but rather invites the individual receiving the feedback to shed light, share their perspective, or provide their response. (E.g. Do you see it differently?)

Constructive feedback does not blame, but presents a collaborative approach to problem solving. (E.g. If we are all to go home tonight on time, task A needs to get done. What support can the team offer to finish task A, so that everyone gets to go home on time.)

 

Previous Part - Next Part