As the end of the year nears, so does the performance review. Managers are often anxious about giving negative feedback.
Maintaining performance and motivation requires that you are able to deliver constructive feedback. The workplace personality and leadership consultancy Hogan Assessments has shared three tips on how to have difficult conversations with employees without negatively impacting their morale or performance.
Active listening is important
Active listening is crucial for building trust and understanding during performance evaluations. According to Dr. Ryne S. Sherman, Chief Scientist at Hogan Assessments, active listening is more than simply hearing words. It requires mindful engagement in order to understand the speaker’s intentions and concerns.
Active listening is key to understanding. Leaders who listen to their staff show that they care about their input and concerns. This builds trust. Once that foundation of trust has been established, managers will be able to identify issues that are affecting performance more efficiently and find solutions more quickly,” says Dr. Ryne S. Sherman, Chief Scientist at Hogan Assessments.
Managers can create an environment of support for their employees by focusing on active listeners. This will help them to deliver tough feedback in a more comfortable way.
Avoiding Derailments
It is important to stay focused during difficult discussions and avoid getting off track. To ensure that the conversation remains on track, managers should create a relaxed atmosphere free of distractions. Dr. Sherman stresses the importance of approaching resistance with calmness and curiosity.
“When managers give employees critical feedback, they will often resist. This is a normal, human reaction,” says Dr. Sherman. This is likely due to a disconnect between an employee’s perception of themselves and how others perceive them. Managers that can help their staff bridge this gap by developing strategic self-awareness will see more positive results.
Managers can transform difficult conversations into constructive ones by remaining calm and showing empathy when dealing with resistance.
Create a clear path forward
The performance review shouldn’t be a litany of all the shortcomings that an employee has. It is important to conclude the discussion with a plan to move forward. This will help employees to leverage their strengths while addressing areas of improvement.
“Change can be more easily experienced when there is a sense of safety and listening,” saidDr. Sherman. When team members are able to review and experience a new procedure gradually, it is easier to make adjustments. Leaders can make their employees more empowered and supported, which will ultimately boost trust and engagement.
