Why interviews are a hated ritual assessment within companies?
Probably you will have received at least once in your career by any human resources professional or your boss, and in many cases this interview is received with some suspicion.
Give appropriate feedback helps substantially improve the performance of people. Made in any way can not only discourage the employee but also cause long-term problems in terms of productivity.
The 6 main aspects to give effective feedback:
1.- First you have to give it in a neutral place and privately.
Give feedback on areas to improve on a worker in a public place or with more partners, not only put you in a defensive position but will generate comparisons with the rest of the team in the same department.
You can choose a meeting room or a more relaxed atmosphere while the official nature of the meeting remains, can emphasize that taking notes during the meeting and having an estimated time for this.
2.- Use a careful tone when talking points can be delicate
.A single phase, simply changing the tone when speaking, You can transform a harsh critique an aspect of professional growth. You need to be positive and objective. If you start the conversation in an accusatory tone, the only thing you will achieve is worse over the meeting with your partner.
3.- Communication should have a positive tone development does not attack.
Phrases like: "You're not doing this in a proper way" or "you have still unclear what to do about this job", only serves to focus attention on what the worker does not perform well and the conversation focuses on the areas for improvement.
These goals should be specific, namely, do not say that the work is generally performed poorly because who receives this sentence will not know in what respects and so improve correct.
The feedback must always have the intention to help the employee develop professionally. Remember that every sentence you say should have a positive intention. If you have questions about this, ask, What will get my employee with this sentence?. If you do not get anything, is better not say, it can mess a good conversation development
Do not forget that when you give feedback, is the perception that you've got, and it is possible that a person can defend, so be in a position to be challenged with good arguments uses phrases like: "I noticed that ...", "I've noticed ..", to soften the context.
4.- The feedback should be descriptive
When we give our opinion on how a job is out is very common to say, It went well or poorly, instead of "we delivered the reports 10 days late this year or the number of sales was 100 ".
The more specific and descriptive, The worker will take less directed to the identity and the behavior, more constructive making the meeting.
5.- And what about the positive aspects?
In good feedback we have positive aspects and they must be many more that points to improve, in a ratio of 3 a 1. Our mind fits nicely compliments, long as they are sincere and once a person is emotionally available can give good areas for improvement within a receptive atmosphere, where the person will accept it in a positive way. Remember also close the conversation with positive again. You can use the technique ++-+, ie two positive points of the person, one to improve and finish with another positive.
6.- As a last resort, and perhaps the most important is the autofeedback, namely , the employee will also evaluate yourself. It is one of awareness and this must start the process of feedback when we as their bosses give our views. The more time you spend at this point with your personal, the more you realize that this is the most impactful feedback. Although it requires a lot of practice and also feedback from a professional.
Angel Martinez Marcos
Executive Coach & Managing Partner