{"id":8,"date":"2006-11-01T23:29:40","date_gmt":"2006-11-01T18:29:40","guid":{"rendered":"http:\/\/thamesportal.com\/management\/?p=8"},"modified":"2006-11-01T23:29:40","modified_gmt":"2006-11-01T18:29:40","slug":"the-3-greatest-mistakes-in-giving-feedback","status":"publish","type":"post","link":"https:\/\/mdi.com.pk\/management\/2006\/11\/the-3-greatest-mistakes-in-giving-feedback\/","title":{"rendered":"The 3 Greatest Mistakes in Giving Feedback"},"content":{"rendered":"

Giving honest feedback to colleagues or subordinates is not easy; in fact it is for most managers a very difficult thing to do. Why is this the case? Well, managers feel they might say something too harsh, or too negative; the person receiving the feedback may react strongly; and relationships may suffer. So the temptation is to avoid giving feedback, to walk away, to not confront. The result: unresolved issues, below-the-surface resentment or discontentment….<\/span><\/p>\n

<\/p>\n

Giving feedback can become easier by avoiding the following mistakes:<\/p>\n

<\/span>Judging the person, not the action<\/span> – a very common mistake is to use absolute judgement like \u201cyou are very careless\u201d. This kind of statement will almost certainly put the other person in a state where he\/she will become very defensive or will withdraw and go quiet. Any possibility of the feedback having some real impact just disappears.<\/p>\n

<\/span>Not being Direct<\/span> – for example saying something positive first, softening up the person, then delivering the blow is not<\/em> a great way of giving feedback despite all the conventional wisdom that says this is OK. At best, you reduce the impact of both the positive and<\/em> the negative, and at worst, the other person starts to believe that you are a crafty, sly manager.<\/p>\n

<\/span>Being Verbose<\/span> – OK, you have said your piece, you have given time to listen, there has been an interaction – good. Now stop. Keep the feedback precise, specific and short. Giving lengthy advice, sharing your life’s experiences and your wisdom, psycho-analyzing the other person is not the thing to do here. Do that with your kids.<\/span><\/p>\n

If you want to study the science of giving feedback, go read some long articles and books. But if you need a way of getting better at feedback right away, just remember not to make these common 3 mistakes. Oh, also take a deep breath before you give the feedback – this generally calms the nerves!<\/span>
\n<\/span>
\nfrom MDi Pakistan’s directory of<\/span> Practical Tools for Managers TM <\/sup><\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

Giving honest feedback to colleagues or subordinates is not easy; in fact it is for most managers a very difficult thing to do. Why is this the case? Well, managers feel they might say something too harsh, or too negative; the person receiving the feedback may react strongly; and relationships may suffer. So the temptation […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[5,4],"tags":[],"class_list":["post-8","post","type-post","status-publish","format-standard","hentry","category-communication-skills","category-management-and-leadership","post-preview"],"aioseo_notices":[],"aioseo_head":"\n\t\t\n\t\n\t\n\t\n\t\n\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t