Face YOUR Fears When Giving Feedback

Below is the interview that I recently took with Dr. Marie Waung, Associate Professor at University of Michigan-Dearborn. She offers many great ideas from her research.  I hope that she will be a guest another time for you to learn from her valuable information.

Possible Scenario:
Joe is a good employee, but with a little help he could become a great employee. His supervisor would like to give Joe valuable feedback to help him improve his performance. But, the supervisor is reluctant to be honest with Joe out of fear of making him angry and damaging their relationship.

Fear of Conflict May Get in the Way of Honesty:
To improve his or her performance an employee needs honest and accurate feedback. However, those giving feedback may worry about how the recipient of the feedback will react. Concerns such as “Will he be angry with me?”; “Will she become less motivated?”; “Will my relationship with that work team suffer?” may prevent supervisors from giving honest feedback to employees.

Can the Potential for Conflict be Reduced when Giving Feedback?
This dynamic got me wondering if there were ways to “package” feedback so that it might prevent conflict between the feedback provider and recipient. Those in marketing often consider the packaging of products. Similarly, a manager might consider how best to package performance feedback. The message is important but the way that it is packaged may affect the response to the message.

What Tips Can be Learned From Research on Feedback?
Research indicates that people are more accepting of feedback when…….
     The primary goal of the feedback is to help improve performance.
     It is based upon clear standards or guidelines.
     The focus is on future performance rather than on past errors or mistakes
     The feedback is conveyed in a respectful manner
     The language is more neutral and objective in tone (e.g., avoid the use of “you” and “your” when giving  
           feedback, try not to seem to be blaming the other person).

Also….Don’t Presume to Know the Cause of Poor Performance.
In cases where employees may be performing poorly, ask them what obstacles they face as well as any potential solutions. Work with the employee to remove the obstacles getting in the way of his/her performance.

Here is a Brief Bio on Dr Marie Waung:
Dr. Marie Waung earned her Ph.D. in Industrial-Organizational Psychology from The Ohio State University. She is currently an associate professor at the University of Michigan – Dearborn where she teaches a variety of courses, including Psychology in the Workplace; Workplace Diversity; and Organizational Entry. Professor Waung’s research has focused on performance appraisal feedback, employee recruitment and selection, and employee impression management. She has published in journals such as Personnel Psychology, Organizational Behavior and Human Decision Processes, Journal of Business and Psychology, and Journal of Applied Social Psychology. Dr. Waung is currently studying the effects of technology on employee selection.

So Joyce, What Do You Think About Constructive Feedback?
The Power Talk Formula is a technique which I mention in each one of my trainings because it helps clients achieve great results during tough conversations. The short video below is during one of my Communicate with Impact Workshops.

CLICK HERE to view the video so you can get control with bullies, negativos, and mediocre team members.

I want to hear from you!

CLICK HERE to send me your questions or concerns. I enjoy hearing from my readers plus they get their questions answered. Let me know what topics you want me to write about concerning your own conflict in the workplace “issues.”

Do You Want to See How Your Communication Impacts Your Success at Work?
CLICK HERE to take the easy and fun Communicate with Impact Quiz. You will get your results immediately and learn more about setting boundaries to be more effective at work and in your life. Sound good?  Here’s the LINK

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Of course! You are welcome to print this, and any other articles we send, if you use the following byline:
A recognized expert on Resolving Conflict in the Workplace, Joyce Weiss, M.A., CSP is an author, communication strategist, and a Certified Speaking Professional. To book Joyce to speak at your event or company call: 800.713.1926 or email: Joyce@JoyceWeiss.com
Visit her website at ConflictInTheWorkplace.com to sign up for your own FREE video series and Communicate with Impact Weekly to Resolve Conflict in the Workplace.

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Until next time,

This is Joyce Weiss, Communication Strategist

I help people become top level leaders who get GREAT results.
How do I do this?
I teach them to tackle the tough conversations with bullies and negative people to build employee engagement, accountability, and rock star performance…
The Result? My clients resolve their conflict and they get a better night’s sleep!

Feel free to call me (800.713.1926) concerning your own team/executive retreats, workshops, on line professional growth coaching, and keynote speeches.

Remember…You Get What YOU Tolerate!

See YOU Next Week.

PS  Do You Want to See How Your Communication Impacts Your Success at Work?
CLICK HERE to take the easy and fun Communicate with Impact Quiz. You will get your results immediately and learn more about setting boundaries to be more effective at work and in your life. Sound good?  Here’s the LINK

PPS Thanks to Dr. Marie Waung for such an impactful interview.