How to give constructive feedback and avoid unpleasant collisions

Many people do not like and are afraid to criticize anyone, as well as get criticism in their address. In any situation, this is not very pleasant and leads to stress, which often translates into conflicts. They, however, can be avoided if you correctly conduct such conversations. Feedback is a very complex issue, on which you need to work both for those who give this connection and for those who accept it.

Why are you doing this?

If you are going to give feedback to someone about the quality of the work done by him, you first need to remember why you are doing this. The fact is that many people start criticizing others solely on the grounds that something was done wrong, not completely, wrongly, and so on. As a result, it turns into a negative, which spoils the mood of all participants in the conversation. Always remember that your goal is to improve the work of the person to whom feedback is intended. You should not criticize for the sake of criticism, you have to show what is wrong, and most importantly - demonstrate how this can be remedied. Only then can we talk about constructiveness.

Convenient conditions

Studies have shown that only 30% of people who receive criticism, then use the advice that they were given. This is due to the fact that they felt uncomfortable during the conversation. That's why you need to give criticism not on the go, in a noisy place or other uncomfortable conditions. Find a quiet and peaceful place, do not press on the interlocutor, let him know that this is not a "breakdown" for mistakes, but a constructive conversation in which he can also express his position.

Time

Such conversations should not happen suddenly. Your job is not to take a person by surprise, so that he can not prepare. On the contrary - choose the best time for both of you so that you have at least an hour for detailed analysis and constructive conversation. Inform the person in advance the purpose of your conversation, so that he does not get lost in conjecture, why you decided to call him.

Specificity

Never try to talk in general phrases, always concretize what you want to convey to the interlocutor. If he made a mistake - speak specifically about this error, and do not try to fail him, describing how everyone can make mistakes. If you want to praise him, also do it specifically - tell him exactly what he does well and how he can use his skills for the common good. Always concretize your feedback so that a person can know exactly what he needs to work on.

Be tough, but not cruel

Very many people, when they criticize others for any objective reason, like to go over to individuals, describing to a person what exactly he did wrong. They begin to enjoy the power they own - accordingly, they begin to abuse their subordinates cruelly. They can start using rudeness, scoff at people even for the smallest thing, and the employee can not even say anything in response, because he talks to the boss, and also because he really made a mistake. However, no mistake can be so serious as to humiliate people for it. Instead of demonstrating cruelty, you need to concentrate on rigidity. You need to clearly express your point of view and criticize without any kind of softness. After all, if a person sees that you allow yourself sentiment, then he will enjoy it. So immediately show who the boss is and who you need to listen to, but do not cross the line.

Keep track of progress

Well, the most important thing is to track progress after the conversation took place. When you told a person everything that you did not like in his work or his actions, you should not think that everything is over, and you can continue to live happily. You still have a huge amount of work to do, since you will need to monitor all the actions of your employee and check how well he has learned what you told him, whether he should follow your advice and instructions. Because this is the most important thing in the entire process of feedback - not that you have conveyed to someone your opinion, but that it brought a result. Otherwise, there was very little point in your feedback - it was just an empty shaking of the air and a waste of time for both your and your co-worker.