A Guide To Deliver Negative Feedback At Workplace Training Ppt

Slide 2

This slide contains information about the negative feedback at workplace, which is focused on pin-pointing employees' behaviors that need to be changed. It strengthens employees' ability to perform their tasks, makes them understand the organization's expectations from them, makes employees feel cared about and supported, and improves the manager's leadership skills.

Slide 3

This slide represents the pointers that explain why negative feedback is essential at the workplace. These are: Enhances team performance, improves manager's skills, betterment of work quality, clears expectations, helps employees feel supported, facilitates questions by the employee, and promotes loyalty.

Instructor’s Notes:

Negative feedback at workplace is vital as it:

• Enhances Team Performance: Negative feedback helps convey to team members or employees their unsatisfactory performance. Employees can improve their performance or meet or exceed the set standards only when critically evaluated
• Improves Manager’s Skills: Once a manager learns how to deliver negative feedback correctly, they feel more confident in their role. It also enhances their capability to tackle resistance from employees while delivering negative feedback
• Betterment of Work Quality: Negative feedback should be such that it doesn't make the team or employees feel that they are doing the job wrong. The goal is to make them perform better. Taking up what they are doing wrong, and an action plan to improve helps employees correct their mistakes
• Clears Expectations: Delivering negative feedback in an effective manner helps in making manager's expectations from the employees' crystal clear. It helps clear confusion, anxiety, or dilemma among employees, as everyone knows how to do their tasks correctly
• Helps Employees Feel Supported: Any feedback, be it positive or negative, is always better than no feedback. It makes employees feel that the organization is paying attention to their growth and that they are being taken care of
• Facilitates Questions by the Employee: Employees can ask questions when negative feedback is given to them. A well-delivered feedback facilitates conversation between the employer and employee where the employee can have a better idea of what is expected and have their queries addressed as well
• Promotes Loyalty: Correctly given negative feedback will make the employees feel seen and supported, making them feel happier and satisfied at work. This implies that employees will be motivated to perform better and are less likely to leave the organization

Slide 4

This slide lists tips on how to deliver negative feedback in a positive manner which are: Keep your emotions balanced, schedule a feedback meeting, center the feedback on behavior, not the employee, omit superficial comments, make sure the feedback is prompt, have a conversation, and create an action plan and follow-up.

Slide 5

This slide contains information about keeping emotions balanced to deliver negative feedback in a positive manner at the workplace. It is important that the manager’s as well as the employee’s emotions are at on an even keel so that the feedback is effective. 

Slide 6

This slide contains information about scheduling a feedback meeting to deliver negative feedback positively. The employer should schedule a meeting well in advance, where both the parties can comfortably have a conversation.

Slide 7

This slide contains information about positioning the negative feedback around employee’s behavior   and not the employee. Which, if not done, might result in the employee feeling attacked or embarrassed and dilute the whole purpose of delivering negative feedback.

Slide 8

This slide contains information about omitting superficial comments while providing feedback. Adding superficial statements or compliments make it difficult for the employee to absorb the negative feedback.

Slide 9

This slide contains information about giving negative feedback timely so that its essence doesn’t get lost. Feedback should be given as soon as possible after the behavior that needs to be changed has occurred.

Slide 10

This slide contains information about having a conversational tone while delivering negative feedback. The employee should be given an opportunity to voice their issues and concerns (if there are any). 

Slide 11

This slide contains information about creating an action plan and follow-up post negative feedback, wherein specific performance improvement goals and time for reaching those goals are specified.

Slide 12

This slide represents the impact of negative feedback on employees’ behavior, their motivation level, their reception towards the feedback, and self-reflection. 

Instructor’s Notes:

Negative feedback stimulates the following in employees:

• Behavior: When negative feedback is shared, it helps the employees amend their unacceptable and problematic conduct and also helps elicit new and acceptable conduct at the workplace
• Motivation: Negative feedback not only improves employees' behavior but also acts as a source of motivation. Some employees’ can take negative feedback as a challenge and use it as a means of improvement, while others would simply be driven to do a better job to avoid it
• Reception: The way employees perceive negative feedback will have a lot of impact on them. If not perceived with right mindset, negative feedback could lower employees' morale or make them dwell upon the negative aspects of the feedback
• Self-reflection: Optimistic employees assess the negative feedback as a learning opportunity and an indication to pay attention to their performance and make it better. Whereas, if employees take it negatively, it will prove as a hindrance in their growth

Slide 13

This slide showcases mistakes that need to be avoided while giving negative feedback at the workplace which are: Sugar-coating negative feedback, initiating conversation by being overly formal, backing down if the person is getting upset, emphasizing on an action plan without first agreeing on the problem, and only giving corrective feedback and ignoring the positive one.

Instructor’s Notes: 

The mistakes that managers need to avoid while giving negative feedback are:

• Sugar-coating negative feedback: Sugar-coating negative feedback while being afraid of hurting the other person's feelings or triggering a negative response solves no purpose. Employees will not be able to decipher the information and won't take the feedback seriously. Instead, the manager should try to be direct and honest
• Initiating conversation by being overly formal: Managers often try to be too formal while giving negative feedback to reduce the chances of the situation getting heated up. This, however, may make the employee feel as if they are being scolded or reprimanded. Using a low-key approach involving respect and appreciation proves beneficial
• Backing down if the person is getting upset: Sometimes, negative feedback could trigger an emotional response in employee and they might become defensive or over-sensitive. Here, backing down from giving negative feedback would defeat the whole purpose of feedback and make the situation awkward. Complete feedback should be given, but the employee must be given sufficient time to compose himself/herself (if required)
• Emphasizing on an action plan without first agreeing on the problem: It would be wasteful if the manager focuses on developing the action plan for the problem if the employee, in the first place, is not ready to agree that the problem exists. Without understanding this, the employee won't be committed to an action plan and will focus on the 'perceived' unfair perspective of the manager
• Only giving corrective feedback and ignoring the positive one: Feedback in both its forms, positive and negative, is essential, and focusing on just the negative feedback is a big demotivator for employees. Thus, both of these have to be given appropriately and timely