Learn about the different ways of giving negative feedback to an employee without practicing harassment - s2 Consultoria

We deal with people who think and feel differently from each other. This can be a complicating factor when it comes to dialogue, especially when the reason for the conversation is an employee's mistake or misbehavior. That's why manager should know how to give negative feedback to an employee.

In this post, we'll show you how much weight this conversation carries and how to conduct it without it turning into a harassing situation.

Are you curious? Then read on!

How important is feedback?

The practice of feedback is essential for promoting professional growth, showing employees where they are performing well and what can be improved. It is difficult for anyone to have a complete picture of their performance, and this feedback gives a much clearer perception.

Even if the answer is no, it's still important, as it encourages workers to develop long-term skills, such as resilience.

How to give negative feedback to an employee?

Despite the need for practice, negative feedback can be a stressful and uncomfortable situation for everyone involved.

Some actions can be taken to ease the moment. Here we highlight the main ones.

Have a private conversation

Giving feedback in front of the whole team can cause an extremely embarrassing situation. If the feedback given to another employee on the same occasion is only praise, the situation gets even worse.

For this reason, always try to have these conversations in private, preserving the employee's image. The information will certainly be much better received.

Apply non-violent communication

A communication Non-violent feedback applies not only to the corporate environment, but also to personal life. When it comes to negative feedback, it's even more necessary. 

This approach to dialog is based on building a connection with the other person, avoiding criticism, judgment and inappropriate speech.

Even if the points to be raised during the meeting are not positive, adopting this type of communication makes the conversation much more productive.

Be collaborative

The intention of feedback should always be to help the employee grow, giving them inputs so that they can correct their behavior and become a more mature and complete professional.

Make this clear during the feedback. By understanding the motivation behind the conversation, the employee will be much more open to suggestions and will absorb the feedback well.

Start with the positives

A good way to conduct this dialog is to start with the employee's successes, creating a welcoming atmosphere and awakening trust. Negative points can be treated as advice, showing what can be done to improve results.

At this point, the manager must also be open to answering questions, listening to suggestions and even receiving a few notes from the employee about what isn't working well, working in partnership to ensure that processes are run more smoothly.

By learning how to give negative feedback to an employee, the manager can provoke a sense of belonging in the worker, showing that they are an important part of the team and the company. Adopting respectful behavior is essential for the integrity of the relationship and so that the practice doesn't slip into the negative. harassment.

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