This Week’s Question…
Are you usually satisfied with the response from others when you give constructive feedback?
This a challenge for many people…especially if they “think” the feedback was done well.
Indications to See if The Feedback Was Successful…Or Not
The real test: What responses did you receive after the feedback? Look for actions after you give the feedback.
- Do you see positive changes in the person’s behavior or tasks?
- Has your relationship improved?
- Does the person have a new negative attitude towards you?
Joyce, What Can I do if the Person Didn’t React Well?
I would have an open and REAL conversation about this. For example: “Seth, I don’t want to create any stress between us. I do want to continue growing our professional relationship. I was caught off guard when I heard sarcastic remarks because the constructive feedback was meant to help your career growth…not to be mean. Please let me know how we can move forward because I see a lot of potential having you grow within our company.” These comments may be too forward or not forward enough for you. We ALL communicate in a different style. My main goal when I work with others is to improve communication. We need to take risks in order to create change. Remember, “You Get What You Tolerate!”
So How About You?
What would you say to someone who didn’t react well to your constructive feedback? Where do you need to improve your communication skills? What questions do you have for me on this subject?
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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
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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.
CLICK HERE to take the easy and fun Communicate with Impact Quiz. You will get your results immediately and learn more strategies to grow your career and make time to do what you want to do in your life. Sound good? Here’s the LINK
wendy edelman says
what has helped our company is to adhere to our one on one meetings (with our staff) as much as possible and try to share feedback as soon as we can. We used to do semi annual 360 feedback but it can backfire and encourage people to wait until this time to give feedback. Sharing feedback closer to when the issue happens, with as much context as possible, seems to go over well.
Joyce Weiss says
Wendy, thanks for your comment. I totally agree with you about sharing feedback as soon as possible. At times it makes sense to respond a day later if things are really HOT. My motto is “You Get What You Tolerate!” When people tell me that they don’t like to give constructive feedback, I suggest that they use the direct with respect strategy. It takes time to feel comfortable and it sounds like you are there. Great work Wendy!
Debra Youngberg says
How do you handle it when it is a Board Member? I have some really strong Females on my Board and when a questions comes up and the Board looks to me for the answer, if they don’t get the answer they like I get the eye roll or the smug look. At times there are certain times I have to rein in committees or Board activities because of the consequences. I have to think about the Membership as a whole. It isn’t always popular and I can handle it most of the time, but I have one member who is constantly pushing back. Do I approach her about this? Should I have someone else present?
Joyce Weiss says
Thanks for your important question, Debra.
What does this one member do when she pushes back? How do you usually respond to her? What are the results after this communication? Do you have a good relationship with her? Once I know these answers I can recommend a possible plan. This is tough but not an impossible task! Make sure and sign up for my FREE Video Series: 20 tips to Resolve Conflict in the Workplace at JoyceWeiss.com. There is a video that describes Verbal Aikido when someone pushes you. I look forward to hearing back from you.