{"id":6921,"date":"2018-12-06T08:54:41","date_gmt":"2018-12-06T08:54:41","guid":{"rendered":"https:\/\/emergeperformance.net\/?p=6921"},"modified":"2023-08-06T11:04:24","modified_gmt":"2023-08-06T11:04:24","slug":"4-tips-for-framing-the-conversation-when-giving-negative-feedback","status":"publish","type":"post","link":"https:\/\/emergeperformance.net\/zh\/2018\/12\/06\/4-tips-for-framing-the-conversation-when-giving-negative-feedback\/","title":{"rendered":"4 Tips for Framing the Conversation When Giving Negative Feedback"},"content":{"rendered":"<div data-elementor-type=\"wp-post\" data-elementor-id=\"6921\" class=\"elementor elementor-6921\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-3cdd56a5 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"3cdd56a5\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-36614158\" data-id=\"36614158\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-706ba9e elementor-widget elementor-widget-image\" data-id=\"706ba9e\" data-element_type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img fetchpriority=\"high\" decoding=\"async\" width=\"975\" height=\"411\" src=\"https:\/\/emergeperformance.net\/wp-content\/uploads\/2018\/12\/4-Tips-for-Framing-the-Conversation-When-Giving-Negative-Feedback-header.jpg\" class=\"attachment-large size-large wp-image-13469\" alt=\"\" srcset=\"https:\/\/emergeperformance.net\/wp-content\/uploads\/2018\/12\/4-Tips-for-Framing-the-Conversation-When-Giving-Negative-Feedback-header.jpg 975w, https:\/\/emergeperformance.net\/wp-content\/uploads\/2018\/12\/4-Tips-for-Framing-the-Conversation-When-Giving-Negative-Feedback-header-600x253.jpg 600w, https:\/\/emergeperformance.net\/wp-content\/uploads\/2018\/12\/4-Tips-for-Framing-the-Conversation-When-Giving-Negative-Feedback-header-300x126.jpg 300w, https:\/\/emergeperformance.net\/wp-content\/uploads\/2018\/12\/4-Tips-for-Framing-the-Conversation-When-Giving-Negative-Feedback-header-768x324.jpg 768w, https:\/\/emergeperformance.net\/wp-content\/uploads\/2018\/12\/4-Tips-for-Framing-the-Conversation-When-Giving-Negative-Feedback-header-650x274.jpg 650w\" sizes=\"(max-width: 975px) 100vw, 975px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-26bf7a96 elementor-widget elementor-widget-text-editor\" data-id=\"26bf7a96\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<span style=\"color: var(--uicore-typography--p-c,'#070707'); font-family: var(--uicore-typography--p-f,'Inter'); font-style: var(--uicore-typography--p-st,'normal'); font-weight: var(--uicore-typography--p-w,'600'); letter-spacing: var(--uicore-typography--p-ls,'-0.027em'); text-transform: var(--uicore-typography--p-t,'none'); background-color: rgba(255, 255, 255, 0);\">Leadership might be easier if it were all about rallying the team, providing encouragement and delivering inspiring speeches. However, for better or worse,<\/span>\n<p style=\"font-size: 16px;\">being a leader also requires making difficult decisions and having challenging conversations. This includes telling your team when there are issues\nof poor performance or inappropriate behaviour.<\/p>\n<p style=\"font-size: 16px;\">The good news is that there are steps you can take to make it easier to be the bearer of bad news. Here are four tips to help you better frame conversations\nin which you are giving negative feedback.<\/p>\n<p style=\"font-size: 16px;\"><strong style=\"font-size: 18px;\">1. Focus on the problem, not the person<\/strong><\/p>\n<p style=\"font-size: 16px;\">When someone receives negative feedback, they often interpret it as a criticism or attack directed at them. Not surprisingly, this can make people defensive.\nHowever, at its core, negative feedback is about a behaviour or action that needs to be changed or eliminated.<\/p>\n<p style=\"font-size: 16px;\">To make the recipient of your negative feedback more receptive and less defensive, make it clear from the start that the person is not the issue. This\nwill send the message that you are an ally, not an attacker: your aim is to work with the individual to tackle the problem together.<\/p>\n<p style=\"font-size: 16px;\"><strong style=\"font-size: 18px;\">2. Don\u2019t make it a big deal<\/strong><\/p>\n<p style=\"font-size: 16px;\">When delivering negative feedback, it\u2019s up to you to set the tone, and this will influence the response you receive. If you are clearly upset or stressed\nout while giving the feedback, the person receiving it is likely to feel the same way.<\/p>\n<p style=\"font-size: 16px;\">To avoid this, focus on being objective rather than emotional. Imagine the different responses you\u2019re likely to receive by raising an issue with one of\nyour team members using option 1 versus option 2:<\/p>\n\n<ul>\n \t<li style=\"font-size: 16px;\">1.\u201cYou did this, and now we\u2019re facing a huge mess.\u201d<\/li>\n \t<li style=\"font-size: 16px;\">2.\u201cMistakes are natural and can happen with anyone. This is what happened, and this is what we\u2019re going to do about it.\u201d<\/li>\n<\/ul>\n<p style=\"font-size: 16px;\"><img decoding=\"async\" class=\"aligncenter lazyload\" data-src=\"\/wp-content\/uploads\/2023\/08\/4-Tips-for-Framing-the-Conversation-When-Giving-Negative-Feedback-bodyphot.jpg\" alt=\"\" src=\"data:image\/gif;base64,R0lGODlhAQABAAAAACH5BAEKAAEALAAAAAABAAEAAAICTAEAOw==\" style=\"--smush-placeholder-width: 556px; --smush-placeholder-aspect-ratio: 556\/416;\" \/><\/p>\n<p style=\"font-size: 18px;\"><strong>3. Keep the focus on solutions<\/strong><\/p>\n<p style=\"font-size: 16px;\">Acknowledging a problem and analysing what went wrong is important, but dwelling on it doesn\u2019t help anyone. This is good to keep in mind when giving negative\nfeedback. Once you\u2019ve clearly established the problem that occurred, shift your focus from the past to the future.<\/p>\n<p style=\"font-size: 16px;\">The person to whom you are giving feedback is more likely to change their behaviour if you involve them in discussing solutions. What can be done better\nor differently in the future? By identifying the desired outcomes, you can develop a clear plan for how the person can achieve them going forward.<\/p>\n<p style=\"font-size: 18px;\"><strong>4. Deliver it in person<\/strong><\/p>\n<p style=\"font-size: 16px;\">Negative feedback can be uncomfortable both to give and receive, but avoiding it will only make things worse. If you want positive outcomes, it\u2019s worth\nthe effort to give the feedback in person, one on one.<\/p>\n<p style=\"font-size: 16px;\">It can be tempting to shoot off an email or make a quick call to avoid the awkwardness of sharing criticism face to face. However, with this approach\nit is too easy for the tone or meaning of your feedback to be misinterpreted.<\/p>\n<p style=\"font-size: 16px;\">When you\u2019re delivering feedback in person, you can gauge and guide the emotions of the recipient. This direct approach will also help you show authentic\nconcern for the individual and encourage trust.<\/p>\n<p style=\"font-size: 16px;\">Giving negative feedback may be one of the less enjoyable aspects of leadership, but by following these four tips, you can <a href=\"https:\/\/emergeperformance.net\/zh\/articles\/delivering-negative-feedback-what-your-team-needs-from-you\/\" target=\"_blank\" rel=\"noopener noreferrer\">make the process smoother<\/a> and the outcomes better.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"<p>Leadership might be easier if it were all about rallying the team, [&hellip;]<\/p>","protected":false},"author":3,"featured_media":13469,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[4],"tags":[],"class_list":["post-6921","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.9 - 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