Giving your employees tough feedback can be painful, but it’s a requirement for any leader. Here’s how to navigate the discomfort and apprehension that comes with difficult conversations so you can say what needs to be said. Start by challenging the assumption that critical feedback makes you a difficult or mean manager. Instead, focus on the rewards of clear, honest communication; your input may be exactly what your employee needs to finish a challenging assignment, and it could help them grow in new, productive ways. Then, before you actually deliver your feedback, consider the worst, best, and most likely outcomes, and come up with a game plan for each. Plan your opening remarks: Use “I” statements, be specific, and strike a respectful, honest tone. Finally, make feedback a regular, predictable habit, rather than an occasional “big” conversation. The more you practice giving feedback in lower-stakes, everyday scenarios, the better at it you’ll become. Remember: You’re not criticizing your people; you’re nurturing them. And you’re certainly not being a villain; you’re being the leader they need.
This tip is adapted from “Overcoming Your Fear of Giving Tough Feedback,”by Melody Wilding
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