When it comes to informing someone that they need to improve their work or that they are doing it wrong there are few people that really relish the task. Unfortunately, when team members do not get this constructive criticism then they have no real idea if they are going in the right direction with their work or even which areas they need to consider improving. Without this feedback, the outcome of your project, and any future projects could be at risk. The way in which you give this constructive criticism is vital because you need to ensure that it is a positive experience not only for you but also for your employees.
Timing is everything
One thing you will learn on a project manager course is that when it comes to giving this type of feedback timing is everything. And there is what might be considered a “best time” to offer feedback to your team members. Ideally, if you notice a particular behavior or after the project is completed is a better time to do this. When you delay offering feedback then it can be harder for everyone involved to remember exact details. The right time is essential when it comes to giving feedback, and this is the same whether is it constructive or positive.
Feedback is not a monologue
Delivering feedback should always take the form of a conversation. Your team member will have their own feelings and thoughts on the matter, and these should be acknowledged. It can be good to involve them in the conversation, and this will in fact help to ease the situation. Ask things like how they thought the project went, if you are doing a performance review then ask where their weaknesses might have been or what they thought might need improving.
They might have some areas of concern that they mention, and this can help direct your discussion. These might be different to the areas you want to discuss but you should take the time to look at them as well.
Don’t be vague
Whether it is positive or negative, vague feedback is not really helpful. You need to explain in more detail so if someone did a great job tell them exactly what went well and if there were issues explain them properly. Offering fuller details will help your team member to provide you with some details and together you will be able to get to the bottom of why there might have been issues and more importantly how you can help them to improve things.
Make it more about you
Providers such as Parallel Project Training suggest that you offer feedback that doesn’t seem like a personal attack, this is one thing that is sure to make the person you are talking to feel defensive. You could try making it sound like a fact or you could make constructive feedback that is more about yourself, and this has the effect of moving the blame and altering the criticism into something that cannot be argued with. How you deliver the negative feedback can really alter how it is received and how the person will act on it in the future.
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