info@leadingresults.co.uk
Facebook
Twitter
LinkedIn
Instagram
  • Home
  • About Us
    • Our Results Philosophy
    • Our Values
    • Our People
      • Doreen Yarnold
      • Anita Douglas
  • Our Services
    • Learning & Development
      • Virtual Learning
      • Practical Learning
      • Curriculum Development
      • Job-based Coaching
      • Competency Measurement
      • Social Learning
    • Business Improvement
      • Organisational Change
      • Business Diagnostic
      • Competency Mapping
      • HR Expertise
    • Professional Development
      • Commercial & Financial Expertise
      • Using Our Own Management Curriculum
      • Work with Awarding Bodies
      • Executive Coaching
  • Products
    • HR Portal
    • 360 Assessment
    • Leaders Knowledge Portal
  • Blogs/News
  • What Our Clients Say
  • Free Stuff
    • Videos
A manager gives feedback to a member of staff by pointing at a computer screen

Learn the best way to give and receive feedback in the workplace

11th March 2020Martin CrowsonLeadership, ResilienceNo Comments

Leading Results director Anita Douglas says feedback and reviews don’t need to be horror shows for either party…if they are done well.

If you are about to receive some feedback from your manager at work, I have some advice that may not sit comfortably with you.

Get comfortable being uncomfortable.

However many times a year it may come around, feedback sessions can be tense times for both managers and their employees.

Let’s be honest here, if a feedback session is just a big pat on the back with no ‘work-ons’, have both parties really been that honest with each other?

Is everything really as rosy as it seems? Or are both parties just trying to avoid any awkward silences, tension and problems that could be difficult to resolve? If that’s the case, has that personal review really been any good to the employee in the long term?

At the same time, is that manager really earning his crust when part of a manager’s pay grade is given because they are ones that are supposed to have tough conversations when needed?

Feedback

Feedback and reviews don’t need to be horror shows for either party, however, if they are done well. 

They can be either very productive in boosting an employee’s confidence by telling them how well they have done or, conversely, they can provide a valuable opportunity to discuss areas of improvement and development.

From an employee’s perspective, that could be just the spark they need to improve on parts of their job or the pat on the back they need to justify their efforts and performance.

So, as an employee, you need to enter the session in the right frame of mind. Face facts that there are likely to be some uncomfortable moments where you are told things you don’t necessarily want to hear.

“Expect to feel uncomfortable at times.”

Anita Douglas

Expect to feel uncomfortable at times. Feedback can make me you feel bruised. You may feel that you are putting in lots of time and effort but you are being told that it is still not good enough.

But try to see that as someone trying to help you improve, not threaten you. If you maintain that attitude and take away things to work on in a positive manner, it can be very constructive.

As a manager, expect a fight response from employees and realise that your empathy can help bring down those stress levels.

There is nothing more powerful than building confidence and self-belief by letting employees know what they are doing right. 

Be constructive

They want to be told they are doing well so make sure you do that in detail. There is only so many times you can say “great job” to someone so take time to explain exactly why you think they have done well. 

Be specific and constructive. People are more likely to repeat that behaviour if they are told they are doing well and can create a checklist in their minds of what they did to receive that sort of positive feedback. 

Too often we focus on whether we have a fair pay or reward scheme because evidence from neuroscience has shown that giving that positive feedback encourages the brain to react in exactly the same way as if people were getting a monetary reward.

So, as a manager, why wouldn’t you do that?

Read more: BLOG: Cutting out background noise to give your team space to work.

Watch More: VIDEO – Watch this great technique for learning resilience at work…


Tags: Anita Douglas, employee, feedback, manager, resilience, review, tension, uncomfortable
Martin Crowson
Previous post VIDEO: ‘Cuts to staff training can lead to years of hurt’ Next post Navigating your business through crazy and unprecedented times

Related Articles

On online meeting

How can I communicate remotely with my team in the best possible way

29th April 2020Martin Crowson
Details of Leading Results' Online Workshop

Join our Zoom session to help build your resilience in challenging times

24th June 2020Martin Crowson
A man looks pensive as he feels stress and anxiety

How to look after your stress and anxiety during the COVID-19 pandemic

14th May 2020Martin Crowson

Leave a Reply Cancel reply

Your email address will not be published. Required fields are marked *

Recent Posts

  • Join our Zoom session to help build your resilience in challenging times
  • Preparing for a healthy return to work after COVID-19 lockdown
  • How to look after your stress and anxiety during the COVID-19 pandemic
  • Time to seek advice from those with experience
  • How to maintain our team’s motivation during the coronavirus pandemic

Recent Comments

    Archives

    • June 2020
    • May 2020
    • April 2020
    • March 2020
    • February 2020
    • January 2020
    • December 2019
    • September 2019
    • July 2019
    • June 2019
    • May 2019
    • April 2019
    • March 2019
    • June 2018
    • May 2018
    • August 2017
    • May 2017

    Categories

    • Automotive
    • Leadership
    • Photography
    • Resilience
    • Web Design
    • WordPress

    Meta

    • Log in
    • Entries feed
    • Comments feed
    • WordPress.org

    Recent Posts

    • Join our Zoom session to help build your resilience in challenging times 24th June 2020
    • Preparing for a healthy return to work after COVID-19 lockdown 4th June 2020
    • How to look after your stress and anxiety during the COVID-19 pandemic 14th May 2020
    • Time to seek advice from those with experience 13th May 2020
    March 2020
    M T W T F S S
     1
    2345678
    9101112131415
    16171819202122
    23242526272829
    3031  
    « Feb   Apr »

    Tags

    Anita Douglas anxiety behaviour behavious business commitment communication conversation coronavirus COVID-19 culture development Doreen Yarnold employee employees employer engagement feedback leaders leadership Leading Results management manager mental health mental toughness motivation new world organisation parrtnerships pragmatic relationships resilience review setback staff stress support support network team tough times uncertainty understanding video workplace Zoom

    Categories

    • Automotive (1)
    • Leadership (36)
    • Resilience (22)
    • Web Design (1)
      • Photography (1)
    • WordPress (1)

    Our Mission

    So when it came to trying to think about distilling our mission into a few words, it was really important to us that it would convey that passion and drive. In the end it was incredibly straight forward. Simply put, it really is about you:

    “To create great places to work and do business with by developing leadership confidence, competence and capability.”

    What We Do

    We work with Organisations and Businesses to enable them to reach their maximum potential. Working closely with them we aim to achieve the best training method for them to make that happen.

    GDPR Privacy Policy

    Download our GDPR Privacy Policy
    by clicking on the link below:
    GDPR Privacy Policy

    Register Today

    Contacts

    info@leadingresults.co.uk
    Facebook
    Twitter
    LinkedIn
    Instagram
    HomeAbout UsOur ServicesProductsBlogs/NewsWhat Our Clients SayFree Stuff
    © 2017 Leading Results Ltd