Subscribe via RSS
View our Archives

Performance Management: How to Stay Constructive, Not Critical

Leadership Development Programs in Perth on How To Provide Feedback

One of the major benefits executives often receive from our leadership development programs is that they learn how to effectively provide constructive criticisms to employees. Our Integral Approach is based on teaching executives to transition from confrontation to collaboration.

With anti-bullying amendments to the Fair Work Act now in effect, it is more important than ever for executives to become effective at providing constructive feedback for it is more effective in improving performance and creates a more efficient work environment.

Here are some important elements which can help ensure that your feedback is constructive.

Timely

Feedback should be immediate if possible, while the mistake is fresh in the employee’s mind.

Specific

Constructive comments must provide a clear understanding of what action needs improvement. If possible, anticipate questions that the employee may have.

Why and How

It is important to explain why and how the behaviour was counter-productive. Explain how the act affects the company or the team.

Perspective

The behaviour must be put into a perspective that allows the employee to understand the depth of the error. Is it major or minor? Explain why.

Tone

We teach collaboration instead of confrontation. A confrontational tone only divides employees and management, while collaboration helps them function as a team.

How to Correct and Replace the Behaviour

The employee must leave with a clear understanding of how they should act or react to the same situation in the future. It is important to reinforce the positive aspect and how the desired behaviour will result in a better outcome.

Offer to Help

Often, an employee who has been corrected can feel as though he or she is “on an island.” An offer to help the employee however you can will result in the employee seeing you as a collaborator and not an adversary.

Reaffirm the Employee’s Value

Even the most constructive feedback can be rendered inefficient if there is no effort to remind the employee of his or her value to the company. Let them know that they are being given feedback because they are valuable and crucial to the company’s performance.

The Integral Approach

We have provided executive coaching and leadership development programs to many firms in Perth that cover constructive feedback in depth.

Call (08) 9242 8122 today.

Ron Cacioppe

Ron Cacioppe is the Managing Director of Integral Development and holds a BSc, an MBA and a PhD. He has taught in the Graduate School of Management at Macquarie University, Curtin University and the University of Western Australia.

Comments are closed.

Subscribe to the Integral Development Mailing List

* indicates required