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Beware the Chicken Little Consultant
Paying for expertise is an inherent part of business. How else can we make the best decisions in specialty areas without informed help? Unfortunately there can be conflicts of interest on the part of your expert which can be subtle yet...
Cross Cultural Communication Consultants
Cross cultural communication consultants have come a long way in the short period of time such specialists have been in demand. No longer are they expatriates with a few years overseas experience and the capability to impart their knowledge onto...
Rapport vs. Compliance: How to Get A Completely Compliant Prospect
There is a lot of talk in the persuasion and NLP community about rapport and how to gain it. Yes, it is absolutely true what they say that "With rapport anything is possible and without it nothing is possible." Plenty of trainers have...
Referrals are Our Lifeblood. Here's How to Get Them.
I'm a coach. I'm not in it to see if I like it, or how much I can make how fast, or because it's the latest fad. I'm in it because it's my profession. I love my work and I'm in it for the long haul. It took years to learn the skills and build the...
When "THEIR" tips meet "OUR" business
We all want mentors and role models -- but sometimes we realize that what works for "them" won't work for "us." Why? Here are some possible reasons. (1) Your product is different. Henry helps people create marketing pitches. Jane helps people enter...
 
Constructive Feedback - How to get the Best from Your Employees*

Feedback has become a widely used buzzword in recent years and it's more positive brother, constructive feedback is seen as a more developmental process for employees. But what are the keys to getting the best from constructive feedback?

Giving feedback in a constructive way is beneficial for everyone. Your employee values your experienced and focused input, thus improving their performance. You gain a better motivated team.

And your organisation benefits from a gradually evolving skilled workforce, leading to a stronger culture of sustainable performance growth.

Here are ten keys points which will enable you to get the best value from your workforce.

1. Instill trust - criticism can be a bitter pill to swallow, so sweeten it by showing that you're trying to help the person, not looking to feed your own ego.

2. Know your aim - work out what you want them to do differently and keep this in mind while you talk to them.

3. Think right place, right time - have the conversation as soon as possible after the incident, so that the events are still fresh. If it's a sensitive issue, take it somewhere private.

4. Set the scene - make it clear from the outset what you need to talk about. If you think the other person knows what you are going to say, then start with a question, such as, "How do you think this morning's presentation went?"

5. State what went wrong - help them get clear what they think happened first, then explain to them the positives of the performance - and the tricky bits too. Don't miss the chance.

6. Short and sweet - by ensuring that you keep the pain to a


reasonable timescale, they won't feel belittled. Make sure that you make your point and listen to theirs an have done with it.

7. Share the impact - it's also important to explain what the consequences of their actions will be, especially to the organisation. It isn't intended to scare them, more a gentle reminder of the bigger picture.

8. Be present - it's time to make time for them in this moment - they need you to be on their side. That can only happen if you give your full attention, so make every effort to do so.

9. Value them - at the end of the conversation it's time to let them know how highly you regard them. That they are a great member of your team and that they do great work. This is just one of those things to learn by.

10. Seek solutions together - and you and they are working collaboratively to make this work better in future. You are a team and all for one/one for all etc.

Remember, giving feedback constructively makes for growth in performance, as it is a learning exercise.

Treating people well in this situation is great for building relationships one-on-one, which will make for a developing workforce, and not one that feels constantly criticised.

About the author:

© 2005 Martin Haworth is a Business and Management Coach. He works worldwide, mainly by phone, with small business owners, managers and corporate leaders. He has hundreds of hints, tips and ideas at his website, www.coachin g-businesses-to-success.com. (Note to editors. Feel free to use this article, wherever you think it might be of value - with a live link if you can).

 

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