Providing Feedback
Every manager faces a point where their team or a team member fails to meet expectations. How we respond to the situation will determine our success — not just at this moment, but also those that follow. John Pearce shared some thoughts in a 1982 paper about the pains first-time managers encounter. Employee rejection of criticism and people-pleasing were two of the top difficulties.
Pleasing too many people
One of the challenges for new managers is that they want the people around them to — hopefully — continue liking them. But, does giving feedback to somebody mean we have to sacrifice being liked? This is especially problematic when we transition from being somebody’s peer to being their supervisor.
Empathy
It should come as no surprise that leaders who use empathy to provide feedback to their teams are perceived as more effective. In 2017, Stephen Young and his team wrote a paper exploring leaders who show empathy while giving feedback. They found that this creates an environment where teams learn to take criticism because the combination leads to personal growth. Stephen points out several things for new managers to understand about giving feedback:
- Show empathy when providing feedback;
- Get training to support your employee’s emotional well-being;
- Learn how high-quality feedback with an empathetic lens provides career-related benefits.
The next time you have to give feedback, consider how you can make it about the task or the behavior and not about the person. Recognize that the person likely wants to do well, and start from there. Be sure to work with your coach to practice steering the conversation to keep the focus while also not watering down your message.
Remember to take the time to recharge so you can be your best for you and your team. You can do it!
References
Pearce, I. J. A. (1982). Problems Facing First-Time Managers. Human Resource Management, 21(1), 35–38. https://doi.org/10.1002/hrm.3930210108
Young, S. F., Richard, E. M., Moukarzel, R. G., Steelman, L. A., & Gentry, W. A. (2017). How empathic concern helps leaders in providing negative feedback: A two-study examination. Journal of Occupational & Organizational Psychology, 90(4), 535–558. https://doi.org/10.1111/joop.12184
