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Negative feedback is a more important component of the feedback cycle than positive feedback. 92% of people say in a study that negative feedback improves workplace performance.
To do it right:
Normally people react with caution and fear towards negative feedback, but it is much better than no feedback at all.
Informing the colleague/subordinate/client/customer or individual about something that is not working, is always beneficial, and builds transparency and trust.
The fundamental goal of giving feedback is to help the person you’re giving it to. They should realize that you are not trying to make them feel bad, and this is an exercise to help make them better.
How it impacts each individual is going to be different so a tailor-made approach is required.
If the word Feedback sounds loaded and negative by default, we can reframe it by calling it a less critical name like guidance or advice.
Remove superficial compliments (like the Sandwich Method) and instead be genuine, direct and to the point.
Be informative and keep the focus on the areas of improvement.
This is done by being specific, work-oriented only, and providing feedback on time, when it is relevant.
Explain how it relates to company objectives, making sure it is documented, with the action plan in place.
Negative feedback is effective when it is coming from a trustworthy person.
If the person receiving the feedback is not validated first, he or she may feel threatened and stressed after a feedback session.
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