If there’s one thing no boss wants to hear, it’s negative employee feedback.
We’re only human, after all. There’s nothing pleasant about hearing that an employee is unhappy with something you or your company has done, whether it’s a serious matter or just a perceived slight. Employee feedback can really be a drag, in that sense.
Obviously, there’s no performance management guide I can give you that will make those kinds of encounters more comfortable for you, whether you’re the boss or the employee. But I do have a few thoughts on how to navigate those stormy waters successfully.
A Guide For Employers
- Don’t take it personally unless it’s really personal. An employee who starts lighting into your hairstyle deserves a verbal smackdown, yes, but legitimate critiques of your managerial style and performance management should not be met with anger and insults. Even if it does sting, put yourself in the employee’s shoes.
- Sit down and discuss the feedback with your employee. If you don’t think the feedback is legitimate, explain why that is and engage the employee. If you feel, upon some reflection, that it is legitimate, then you can take steps to address it. Your employees will appreciate the face-to-face time.
- Always thank the employee for their thoughts. You don’t want to squash any future feedback, especially if this particular employee is in the habit of pointing out things that really need to be corrected.
A Guide For Employees
- Remember, nobody likes negative feedback. Heck, most people don’t even like constructive feedback, because you’re asking them to make a change. That’s not to discourage you from offering it, but offer it politely, thoughtfully and intelligently.
- Always have a paper trail. Every so often, you’ll have a vengeful boss who will resist even addressing your concerns. Send it by e-mail or submit it in writing, and keep a copy.
- Don’t ever make it personal, and offer a solution. If your boss is asking your team to tackle too many small projects and it’s delaying work on something major, suggest tabling some of those less urgent tasks until you get the next big thing out the door. Your employer is much more likely to respond positively to that suggestion than you walking into his or her office and demanding they cease bombarding you with requests.
Those are BizEngine’s humble suggestions. How do you deal with feedback at your small business?
Follow Us On Twitter | Join BizEngine On Facebook | Subscribe To BizEngine By E-mail
Photo credit to http://www.istockphoto.com/stock-photo-11109926-businessmen-in-casual-dress.php?st=4017d6e
Subscribe via RSS
Follow on Twitter
Connect on LinkedIn
Connect on Facebook
Loading ...