It is a leader’s job to occasionally make an employee aware of their faults or failures. But if you are not careful, it can do more harm than good. People generally respond more strongly to criticism than praise, so before you tell someone what they did wrong, take these precautions:
1. Weigh the tradeoffs. You are providing helpful information, but you also run the risk of putting your employee in a bad mood. If a mistake is so inconsequential that the corrective value is low, it might make sense for you to keep the feedback to yourself.
2. Keep your tone collaborative. Make it clear that your employee still has your support and respect.
3. Help them get in the right mindset. Start by saying, "Let me provide you with some feedback." Preparing the employee emotionally for what you are about to say may help them not get defensive.
The above leadership tip...
was sent in response to a question from a participant on our acclaimed 10/10 leadership development and mentoring programme. Whether you're a first time manager or an experienced leader, straightforward, practical advice on best practice is hard to find. Until now. To find out how you, your team or your organisation can benefit, please contact us.