Authority Magazine
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Authority Magazine

Penny Bauder

Nov 10, 2020

22 min read

Michael Reddington of InQuasive: Giving Feedback; How To Be Honest Without Being Hurtful

My first suggestion is to not force employees to take and defend positions. People react the strongest to what they hear first. I’ve seen too many managers start feedback sessions by confronting employees with either what the employees did wrong, or how they had previously instructed employees of the right thing to do. Employees often perceive these approaches as direct attacks on their self-images which causes them to take defensive positions and resist feedback.

  • Avoid adding unnecessary stress to their employees. Ensure they have all of the information, resources, and time they need to complete their tasks. Time is especially important. It’s important for leaders to give their employees as much runway to complete their assignments as possible during stressful times.
  • Provide employees with a framework to complete their tasks, not exact steps. Allowing employees to complete their tasks their own way, within their leaders’ framework, allows them to use their strengths, manage their time, and take ownership of their decisions and results.
  • Adjust to each employee’s new schedule. Some employees may be most productive early in the morning, during normal working hours or later in the evening. The time of day that employees work may be irrelevant as long as employees are completing high-quality work on time.
  • Respect their employees’ time. No one likes getting called during dinner, late at night, or before they’ve had a chance to brush their teeth in the morning.
  • Be available. Leaders should work hard to avoid constantly chasing down their teams to see where they are with their work. It is often far more beneficial to create the time to support your team when they need you.
  1. “Why shouldn’t they accept this feedback and commit to the change I require?”
  2. “Why haven’t they already changed their behavior?”