Although criticism may make people uncomfortable, what is more unbearable than criticism is indifference. There is a famous saying in Topread that "the person who really criticizes you is the guide to your success." Teacher Tan (Chairman and Chief Lecturer of Topread) often says, "I scold you because I still love you. If one day I stop mentioning you, it means that you have no place in my heart. " In fact, "scolding" is also a kind of feedback, just like the dispute between husband and wife is also a kind of feedback, at least much better than cold violence. Scold or argue, at least it shows that you still care about each other.

Of course, we don't advocate often using scolding and criticism instead of effective feedback. Effective feedback is a very important factor in the development of individuals and organizations. Many enterprises, managers are either not very good at feedback, or the time and frequency of feedback are too little, which is far from enough. For managers, feedback is an important means to standardize subordinates' behavior, help subordinates learn and achieve better performance. Giving feedback at work and letting subordinates know how they are doing at present and what to do next is a task that managers must complete. If subordinates are on the right track, give affirmation. If subordinates' behaviors and performance deviate, they need to be adjusted and corrected in time to support them to form benign behaviors and achieve successful performance. For subordinates, this is also an opportunity to improve their abilities and career development.

So what can managers do to improve the feedback effect? The feedback tool we often use is the basic principle.

1. Based on behavior (b)

Pay attention to the behavior of subordinates, not judge their character.

Error: "You have a problem with your work attitude."

Correct: "According to the sales data of last month, your performance has dropped 15%. This is a job you are familiar with. I am curious. What caused the decline in sales? "

2. Timely and appropriate (as soon as possible &; As appropriate as possible, a)

When you observe something or behavior that needs feedback, the sooner the better.

3. Concrete

When giving feedback, be specific, give practical examples, and don't generalize.

Error: Use words like "never, always, always, often". For example, "You are often late." "You are always so unreliable."

Correct: "I noticed that you were late five times last month, which has never happened before." What's the matter? "

4. Impact (1)

Discuss the influence of subordinates' behavior or performance on themselves and others, and suggest using the language of "I" to describe it.

Mistake: "You always interrupt me, and you make me feel uncomfortable. Because of you, I have no chance to express myself ... "

Correct: "When my speech is interrupted and not expressed, I feel depressed and the team will lose the opportunity to see the problem from another angle. What I really want to see is that the next time I speak, please let me express my views first. What do you think? "

5. Consistency (c)

The standard of feedback should be consistent, otherwise it will bring confusion to the recipients.

For example, a subordinate gave you a report, and you gave him feedback: "This report is very good. First, there is a summary of the report, which makes me clear at a glance; Second, the logic is clear and easy to read; Third, the attachment materials of the report are well prepared and detailed. " The employee is very happy because of your recognition and praise. But two weeks later, the employee gave you a report in a similar format, and you told him, "How did you write this report? Do you have any intentions? " At this time, employees will be at a loss and at a loss.

The most important criterion to measure the quality of feedback is whether you and your subordinates learn and grow from it at the end of feedback, and whether the relationship of mutual trust between you will go further. Feedback is a two-way interactive process, not your one-way notification.