Everyone needs feedback to grow. But if you deliver it in a way that feels like an attack, your employees will probably get defensive and shut down. Here’s how to give negative feedback more productively:
- Start the conversation by noting when and where the behavior you want to discuss occurred. Next, describe it in detail, explaining exactly what you saw and heard. For example: “In our staff meeting this morning, when we were discussing strategies, you interrupted Jessica while she was talking and said, ‘That idea will never work.’”
- Describe your reaction to the behavior. You might say: “Your interruption disappointed me because I didn’t get to hear more from Jessica, and it also made me not want to share my own ideas.”
When done well, this fact-based approach is not judgmental and doesn’t try to analyze the person’s motives. As a result, the employee is less likely to get defensive, which means they’re more likely to thoughtfully consider what you’re saying.
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