Here are 5 tips for navigating year end difficult feedback conversations.
It’s the end of the year. Conversations about performance abound. Most managers will have to deliver constructive feedback to their employees in some form. And for many, giving tough feedback is the hardest kind of conversation to have. Here’s how to set the stage for difficult end of year feedback conversations. With these 5 tips, you can ensure that your relationships with your employees will only strengthen.A good intention statement will be something both parties can easily agree on.
My intention is for us to both feel heard, to understand what worked well and what could be improved from this past year, and to develop a plan that we both feel excited about that’s also good for the business going forward. A good intention statement should not be controversial for either party involved, and should have an optimistic lens.Everyone likes to receive feedback differently. Does this person enjoy public recognition? A private thank you? An email? A gift? And what about constructive feedback? How will they feel safest hearing it? Asking your employee to set his or her own ground rules ensures they feel involved in the process.
Delivering constructive feedback is rarely easy. But if you use these five tools, it will be far less painful for both parties.
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