Negative Feedback – Ways To Decide On The Best Time To Criticize
Negative Feedback Ways To Decide On The Best Time To Criticize
While "praise" should be given as close as possible to the actual event or accomplishment to have the greatest impact, "criticism" involves timing.
Specifically, the best time to give criticism might be:
1. Immediately following the action or behavior.
2. A short time after the action or behavior.
3. A long time after the action or behavior.
4. Prior to the next situation when you believe the action or behavior might occur again.
Below are six factors that can help you decide on the best "time" to criticize:
The seriousness of the action or behavior: Some general examples include if the employee broke the law, violated a regulation, jeopardized the safety of others, caused financial harm to others, or used profanity when talking to a client.
Of course, serious to you and your company could be something totally different than for another manager or company.
Bottom line, your goal is make sure the person does not continue performing in the same manner.
The number of times the action or behavior has occurred: If what the person did involves a one-time occurrence, you might want to wait to see if he or she repeats the performance.
However, if the performance is something that has occurred before, you will want to discuss it more quickly than if it never happened before.
Whether you will have future opportunities to give the negative feedback prior to the next situation when you believe the action or behavior might occur again:
This might be the case if the person works in a location that is different from yours or works independently.
Whether the action or behavior will affect other areas of the person's job: If the person's performance would prevent him or her from successfully being able to complete some other task, discuss the performance more quickly than if there is no impact on other areas of the job.
Whether the action or behavior will affect other areas of someone else's job: If the person's performance would prevent another coworker, team member, or colleague from successfully being able to complete some other task, discuss the performance more quickly than if there is no impact on the jobs of other people.
Your ability to discuss the action or behavior in an environment that would allow the person to receive the criticism without becoming hostile or overly reactionary: Sometimes people react differently when in a crowd or when in an environment where they feel their actions will be supported (even if those actions are wrong).
Additionally, consider that people do not want to be embarrassed and may not want other employees to know that they did something wrong.
Also, consider that the location itself might cause the person to react negatively.
For example, criticizing a person about a safety violation in a location where another employee was seriously harmed.
Be sensitive to these facts and make sure that the location where you criticize does not make it any more difficult for the employee to hear the negative feedback.
Remember The Importance Of TIMING
In the workplace, there will be situations when employees perform poorly and make mistakes. In those instances, you will need to criticize performance by giving negative feedback. Just remember that "when" you criticize is just as important as "what you say" when criticizing. Use the six examples in this article as a reminder of the importance of TIMING.
Guide to Putters by Taylor Made The essential reasons as to why you need do an RSA course Having Your Snoring Under Control 5 Steps To Ending A Joint Venture Where to get Warrock Hacks What Makes A Hatchback So Popular Getting your Own Set of Sudden Attack Hacks Three reasons you need to get some fulfillment Car Hire in Christchurch a Great Option for Local Sightseeing Invisalign Odor - How Can I Make My Aligners Smell Excellent Once more? Easy Ways to Find Rakion Hacks Upgrading to Dynamics GP 2010 Practicing Consultant Notes Freedom Waterless All In One