Comments on: How to Make it Safe to Deliver Feedback https://cruciallearning.com/blog/how-to-make-it-safe-to-deliver-feedback/ VitalSmarts is now Crucial Learning Thu, 20 May 2021 08:29:11 +0000 hourly 1 https://wordpress.org/?v=6.5.2 By: JennyG https://cruciallearning.com/blog/how-to-make-it-safe-to-deliver-feedback/#comment-7656 Thu, 20 May 2021 08:29:11 +0000 https://www.vitalsmarts.com/crucialskills/?p=9100#comment-7656 While I agree that it is important to work with staff on areas of weakness, it is probably even more productive to help them build on their strengths. Jeracah above is working in this direction. See if you can spend most, if not all, of your upcoming efforts building up your employee in ways that affirm her and her successes, while also getting to know her better and generally building a climate of trust. Do this honestly, not just so that eventually you can address weaknesses. Recognize that you may have already come down pretty hard on her, possibly unintentionally, and that she deserves something of a break from you for a while. See what you can learn, before going back to fix her.

]]> By: Jeracah https://cruciallearning.com/blog/how-to-make-it-safe-to-deliver-feedback/#comment-7655 Wed, 10 Mar 2021 19:05:44 +0000 https://www.vitalsmarts.com/crucialskills/?p=9100#comment-7655 I agree it is important to give constructive feedback. What is missing from the advice given here, however, is that it is just as important to also give positive feedback. When the only feedback someone hears from their boss is negative, it is not surprising that they take it hard, whether or not they are a “sensitive” person. We often assume our team members know all the great things they do that we appreciate. But they don’t unless we tell them consistently, specifically and authentically. And, even if they have high self-confidence, are NOT sensitive and know their worth, if we don’t tell them we appreciate and why them they can feel unappreciated and start to look for work elsewhere.

Then, the approach is more of a gentle one, like “You’ve built really strong relationships with our customers and they appreciate the work you do for them. Remember that just last week Mrs. Smith sent us a glowing letter about how you helped her with XYZ. What would make these relationships even deeper / stronger and help to increase your sales would be to return all customer calls the same business day. You know our customers are often pressed for time, and some feedback we received is that the turnaround time on calls is something we can improve. Moving forward, my expectation is that all calls are returned the same business day. Does that make sense? Okay, good. What support do you need to make this change? You don’t need support now, okay, let me know if that changes. I’ll check back in with you at our next meeting to see how it is going. In the meantime, please let me know if you run into issues, I’m here to help remove roadblocks.”

This is not what some call a “SH@T sandwich”. It acknowledges the person’s strengths and shares with them feedback to be even more powerful in their role.

]]> By: John Shoucair https://cruciallearning.com/blog/how-to-make-it-safe-to-deliver-feedback/#comment-7654 Wed, 10 Mar 2021 17:04:51 +0000 https://www.vitalsmarts.com/crucialskills/?p=9100#comment-7654 I understand not wanting to be Cognitive Behavioral Therapists, but it can be helpful to understand a basic CBT framework and incorporate into the conversation. One of the 10 “Irrational Thoughts” or “Cognitive Distortions ” is “Discounting the Positive” and you can’t change that habit developed over years of self-talk. This employee needs a Psychotherapist and this factor should not be overlooked.
https://www.healthline.com/health/cognitive-distortions#polarized-thinking

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