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    How To Provide Feedback Without Insulting Your Workers: Ebook

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    How To Provide Feedback Without Insulting Your Workers: Ebook

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    howtoprovide_feedback_101617_ebook

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    63 views4 pages

    How To Provide Feedback Without Insulting Your Workers: Ebook

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    Ob 1

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    of 4

    How to Provide

    Feedback Without
    Insulting Your Workers
    eBook

    dalecarnegie.com
    dalecarnegie.com eBook

    How to Provide Feedback


    Without Insulting Your Workers
    In a recent Dale Carnegie Training Employee Engagement
    Study, employees stated that their engagement and emotions
    at the workplace are driven by the immediate supervisor
    and his or her behavior and attitude. If managers don’t want
    disengaged workers, they need to learn how to provide
    feedback and constructive criticism in a positive way without
    insulting the employee. An effective manager achieves this
    primarily by providing encouraging feedback.

    The ultimate objective of feedback is not only to provide


    employees with supportive and corrective insights that relate
    to organizational objectives, but also to make the employees
    feel supported, motivated and engaged. However, sometimes
    corrective actions are necessary. Handling mistakes or
    conflicts is often a difficult process for managers.

    “ When handling mistakes, HELP the individual to MAINTAIN his or her


    DIGNITY, while offering IDEAS for PROBLEM SOLVING
    and IMPROVEMENT.

    – Dale Carnegie
    dalecarnegie.com eBook

    Tips for Providing Constructive


    Feedback that Does Not Insult, but
    Motivates the Employees:

    1
    Define the Job’s Goals Clearly.
    In today’s business world, employees are much more
    empowered than in the past. However, the decision-making
    process or other changes can sometimes lead to mistakes.
    Initially, managers need to prepare and communicate the
    desirable outcomes, coach in times of change and react fast
    when mistakes come up. Constructive feedback is the tool
    to handle employees’ mistakes without insulting them, and
    it serves as employees’ motivation for improving decision
    making and results.

    2
    Prepare.
    Research the facts and gather all information available. Make
    sure you know the person and all facts before you meet.
    Try to look behind the facts to better understand the other
    person’s point of view and motivation. Empathetically show
    the employee that you fully understand the situation from all
    angles.

    3 Begin with Empathy and Appreciation. “Try to SEE


    Starting with understanding shows good will and mutual trust THINGS from
    accumulated over time. Put the employee at ease by showing
    honest appreciation supported by evidence. Show an example the OTHER
    of great work done by the employee. Make a transition to person’s POINT
    constructive feedback using “and” rather than “but.”
    OF VIEW.”

    – Dale Carnegie
    dalecarnegie.com eBook

    4
    Refer to the Mistake.
    Address any situation as soon as it comes up. Focus on the problem, not on
    the person. Adopt the attitude and action you want the other person to exhibit.
    Speak quietly and calmly, and then it is likely the other person will do so in
    return. Communicate that the action was wrong, not the person who did it. Give
    the employee the chance to explain what happened. Listen to understand if the
    person is accepting responsibility.

    5
    Restore Performance.
    The purpose is to remedy the problem and to reduce the chances of the problem
    happening again. The employee can be involved in problem analysis and the
    decision-making process. When an employee accepts responsibility, effective
    questioning, listening and coaching for corrective actions encourages them to
    suggest ways to correct the situation.

    6 Provide Constructive Feedback.


    Focus on the person. When acting inappropriately or making bad decisions,
    people lose confidence. Managers need to help the employee see the situation
    in a different context and reassure the employee of his or her value to the
    organization. Maintain motivation, engagement and empowerment to avoid
    discouragement. Assure the employee of his or her importance to the team and
    the organization. Keep your professional relationship warm and open.

    7
    Retain the Employee.
    The employee knows now that the manager is committed to the employee’s
    success and growth. When a manager retains the employee, he or she wins the
    commitment and boosts the morale of the whole team. This builds trust and
    increases the level of communication and work ethic.

    “Use ENCOURAGEMENT. Make the


    FAULT seem EASY TO CORRECT.”
    dalecarnegie.com – Dale Carnegie

    Copyright © 2017 Dale Carnegie & Associates, Inc. All rights reserved. howtoprovide_feedback_101617_ebook

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