Good, timely feedback is an important business tool, but what happens when your employee brushes off your feedback? Here are some actionable ideas on providing feedback.
- Make the case. Your employee may not be aware that part of his or her job is to receive your feedback seriously and professionally. Explain the impact their resistance has on you, the organization, and their own professional reputation.
- Get curious. Don’t assume that the receiver sees his or her behavior in the same way that you do. Acknowledge that you’re expressing an opinion and want to hear theirs too.
- Use neutral language. Try to avoid words that carry negative connotations and place blame.
- Ask for feedback yourself. You may not be giving your employee what he or she needs in order to hear, absorb and accept feedback. Be brave enough to ask for feedback and then model how to receive it.
- Share a personal story. Normalize the experience of receiving feedback by sharing a personal story. Share the impact of that experience, what you learned from it, and how you’ve changed as a result.
- Secure a commitment. Make a specific request for a behavior change, be open to counter-offers, and come to an agreement on the goal.
- Acknowledge positive change. Start looking for evidence that your employee has taken your advice to heart and speak up when you notice them acting differently.
Click here to read the full article written by Deborah Grayson Riegel.