{"id":6925,"date":"2018-12-06T08:59:08","date_gmt":"2018-12-06T08:59:08","guid":{"rendered":"https:\/\/emergeperformance.net\/?p=6925"},"modified":"2023-08-06T10:41:48","modified_gmt":"2023-08-06T10:41:48","slug":"delivering-negative-feedback-what-your-team-needs-from-you","status":"publish","type":"post","link":"https:\/\/emergeperformance.net\/zh\/2018\/12\/06\/delivering-negative-feedback-what-your-team-needs-from-you\/","title":{"rendered":"Delivering Negative Feedback: What Your Team Needs from You"},"content":{"rendered":"
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\n\t\t\t\t\t\t\t\t\tImagine you run a small sales team. Although your business sells great products, customers are unhappy because your team is slow to process orders. The<\/span>\n

performance of your team is harming the reputation of your business, so there is a clear need for processes and behaviours to change.<\/p>\n

As a manager, sometimes you must deliver negative feedback because you need your team to change problematic behaviour or address inadequate performance.\nHowever, for this feedback to have the desired impact, your team also needs certain things from you.<\/p>\n

In this article, we explore what you can do or provide to maximise the positive outcomes from negative feedback.<\/p>\n

The opportunity to explain their perspective<\/strong><\/p>\n

From your perspective, the problem is clear: your team is responding too slowly to new orders, and this is making customers unhappy. But what is your team\u2019s\nperspective on this situation?<\/p>\n

By listening to your team, you may discover that actions or inaction on your part are contributing to their negative behaviour. Perhaps they are slow to\nact because you have failed to clearly assign responsibilities within the sales process.<\/p>\n

This doesn\u2019t mean that their behaviour no longer needs to change \u2013 if it\u2019s causing problems for the business, it needs to be fixed. However, learning that\nyou are contributing to the problem means that it\u2019s now important for both your team and<\/em> you to adjust your actions and resolve the problem\ntogether.<\/p>\n

In this situation, listening to your team and addressing any shortcomings<\/a> in your performance will spur both personal growth and organisational improvement.<\/p>\n

Guidance, modelling, support, follow-up<\/strong><\/p>\n

No matter how talented your team is, problems will arise sooner or later and need to be addressed. However, you can minimise the frequency and impact of\nthese problems \u2013 and the need to deliver negative feedback \u2013 by ensuring that you are there for your team before, during and after the problems emerge.<\/p>\n\n