Negative impact
``HAVEN't you learnt anything in the 3 years that you have spent here?' An observation like this from a superior can wound your spirit and kill all enthusiasm for work. Despite the fact that there could be some justification to your boss's statement, there are other, better ways of imparting negative opinion. You don't have to make the employee feel like an idiot child unfit to work at your oh-so-esteemed organisation! Giving negative feedback is much harder than giving a pat on the back. If you have to give any negative feedback do not be careless and uncaring.
A few guidelines on how to handle it with grace:
Never give negative feedback in public. Praise in public but always criticise in private. An adage that all good leaders know and only the incompetent forget. Pick time and place carefully.
Find out what happened in the present instance; don't rake up what the person did years ago and hold it against him. Be timely. Be fair.
Do not overreact when things do not go as per plan and lash out at the person responsible. Keep a cool head, try to analyse what went wrong and where and then have a talk with the errant person. By this time you will have rid yourself of the irrational anger and will be able to deal with the problem without undue emotion. Any criticism you make is more likely to be constructive.
Talk when you are calm and objective. Don't `reject' the person and avoid saying things like, " You can never get anything right, can you?" This will just deflate the offender. Address the issue, don't attack the person.
Don't overwhelm the person with too much feedback - negative or otherwise. Stick to the facts and to one issue at a time. Be specific. Do not try to play the analyst.
Most importantly do not have any preconceived notions about the offender. If you do that you would have already hung him before the hearing. Listen to him first before passing any judgment. If you want to be known as a fair and reasonable manager then do not entertain any preconceived notions. Patience and rationale are what are required and expected of good managers. Make the other person understand why you feel so let down and disappointed in him.
Never threaten or use force. If you feel that the person needs discipline, then take appropriate disciplinary action promptly. You may have been in a similar position too, sometime in life. Bring your learning in when you have to deal with a situation like this. Giving negative feedback (and receiving it) is all part pf the learning process. You may be the top manager in the organisation but remember that managing people well is the toughest job.
PADMA
sara@cnkonline.com
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