CRITICISM? WHO NEEDS IT?

 Nobody likes criticism.  But, an important part of leadership is the ability to give effective feedback.  Feedback is information given to one or more team members concerning their behavior, attitude, relationships and progress toward the achievement or non-achievement of objectives. This is a skill that many, if not most, leaders fail to develop.  In defense of most people in leadership positions, they have never been taught how to give feedback, a performance evaluation or anything similar. However, giving effective feedback is vital to the success of a team and one of the first tasks a manager has to do. Giving an annual performance evaluation is a task most managers feel apprehensive about.  They view it as punitive, fault-finding and negative.  Although it is promoted as “an opportunity for the supervisor and the employee to have a conversation,” in fact, it oftentimes ends up as a war, with wounded soldiers. 

Likewise, the recipient of the criticism feels the same dread when it is announced that it is performance evaluation time. A few guidelines should ease this process for both the one giving the evaluation and the one receiving it.

The next time you have to give an evaluation, try this five step process:

1.                  Approach the task with a positive attitude.  Understand that it is an opportunity to have a conversation. If you approach the conference with a fact finding mindset, you may, in fact, be open to learn something. This goes for both sides. Being genuinely interested in the person, changes the tone of the meeting immediately.

2.                  Start with something positive.  There is something you like about the person. If there isn’t, he or she should not be on your team. No matter how small it is, find that one quality that you sincerely like about the person. Now, this should not be phony, but sincere.  By starting with a sincere positive statement, you set the tone of the meeting  to be something positive. For example, talk about the performance that did meet or exceed your expectations, recognize improvement if it has occurred and encourage the person to do more of the same.

3.                  Give clear, specific and concise suggestions for improvement.  People find it easier to perform if they have been given clear goals, objectives and performance expectations.  If you have clear goals yourself, it will be easier to determine the progress the person has made the next time. If your suggestions are unclear or too general, your message can be misinterpreted.  As a result, your message may be ignored and no improvement will occur. 

4.                  Use the “I” technique.  Try to avoid using the word “you” which can put a person on the defensive.  Instead, focus on yourself. For example, “I feel uneasy when you …” And remember to speak for yourself, not everyone in the department.

5.                  Express your appreciation.  Explain why the person’s effort was effective and how it contributed to the success of the team. “Judy, because of your determination to finish that project, the whole department met the deadline.”

Developing evaluation skills is necessary in many situations. By giving positive, effective feedback instead of focusing on criticism, you will reinforce outstanding performance and encourage others to improve their performance.