One of the worst things an employee can hear from their boss is this:
“Keep up the good work!”
What?
Almost everyone loves to have their good work recognized.
In fact, it’s essential to feeling valued at the workplace.
But when it comes as part of an employee evaluation…
Well, it’s only half the equation.
CRITICAL FEEDBACK DOESN’T HAVE TO BE DEMORALIZING.
It’s the key to doing even better in the future.
It’s how you communicate it that counts.
Many times, supervisors avoid critical feedback because:
- They aren’t sure how to deliver it in a constructive way.
- They don’t know if the employee will accept it gracefully.
Those worries are normal!
First, remember you’re allowed to be authentic.
If “I’m not using to giving critical feedback” is your truth, consider saying so.
But that might not be you, and that’s fine.
Try this:
1. “During [project], I noticed …”
2. Briefly describe the performance issue in non-emotional, non-judgmental terms.
3. “Within [time period] I would like you to feel confident doing [X] instead …”
4. Briefly describe the desired outcome.
5. “What resources do you need from me to make that happen?”
You can’t drag the other person over the finish line. That’s just not your job!
But you can coach them to get there faster.
But only if you define where the finish line is.
By doing so, you put the power of professional growth in their hands.
They’ll appreciate it—and be more likely to live up to your expectations.