An employee is feeling demotivated by feedback. How can you turn their perception around?

There is a key word when talking about feedback: take care of the receiver. When taking care of the feedback receiver, there is no criticism, no bad motive behind the feedback. It is just because we want to support, help and take care of others. This element changes how others listen to our feedback and create a trust environment and relation between the giver and the receiver…

Transform the feedback process into an engaging “Feedback Adventure Quest” where the employee is the hero on a journey. Frame feedback as quests with clear objectives and rewards, creating a narrative that highlights their strengths as superpowers. Use gamification elements like quest logs, leveling up, and achievement badges to make the process fun. Incorporate interactive workshops and role-playing sessions for skill practice, and track progress visually with maps and badges. Form a supportive community or “guild” of colleagues and mentors to provide guidance and celebrate milestones with themed events. This approach turns feedback into an exciting and motivating adventure, fostering a culture of growth and camaraderie.

When someone feels demotivated by feedback, it’s important to first acknowledge their feelings and remind them that feedback is a tool for growth, not criticism. Share specific examples of their strengths and recent successes to boost their confidence. Encourage them to see challenges as opportunities to learn and improve. Offer support and practical advice on how they can address the feedback. Let them know you believe in their potential and are there to help them succeed. Empathy is much required and most important.

If it is you whose feedback caused drop in motivation then apologize and state your intention, which should be to help them move forward and be successful. Then try again opening a feedback conversation by giving pure, non-judgmental feedback: say what they did or said, how it compares with agreed standards and what was the impact. Then invite their response, asking either what happened from their point of view or how they feel about it. Keep the tone on the positive and check frequently that your behaviors (words, tone of voice, body language) do not contradict your stated intentions. Conclude with action steps and a statement of trust. Make it an opportunity to solicit their feedback: leadership is a partnership!

To reinforce the actionable steps, establish a follow-up plan with specific milestones and timelines. This not only ensures the employee knows what is expected but also creates a sense of accountability. Regularly scheduled check-ins provide an opportunity to review progress, address any obstacles, and offer additional guidance if needed. By setting clear expectations and following through, you help the employee see that improvement is attainable, which can significantly shift their perception of the feedback from a negative experience to a constructive and motivating process.

Have a private conversation with the employee to gain a deeper understanding of their emotions in order to address and reverse their lack of motivation after receiving feedback. Revise critiques to spotlight specific achievements and engagements. Ensure them that constructive feedback promotes growth and demonstrate your confidence in their abilities. Collaborate to establish clear, achievable goals by a set timeframe. Offer support in the form of mentorship or training and ensure they understand how to utilize these resources. Schedule regular check-ins to track progress and acknowledge achievements. Encourage a positive mindset by framing feedback as a chance for growth necessary for career progression.

To turn around an employee’s perception of demotivating feedback, first, ensure the feedback is delivered constructively and focuses on specific behaviors rather than personal attributes. Balance criticism with positive reinforcement and highlight areas of strength. Collaborate with the employee to set clear, achievable goals for improvement and provide ongoing support and resources. Encourage an open dialogue to address their concerns and demonstrate genuine interest in their development and success.

This is MOST impotent point "RECOGNITION". Try to highlight the employee’s strengths and accomplishments. Remind them of what they do well and how those skills can be leveraged to address the areas needing improvement. This can help balance their perception and restore confidence.

Begin by acknowledging their recent achievements and strengths with detailed compliments. Promote transparent communication and encourage them to open up about their goals and obstacles, nurturing a team effort towards their development. Acknowledge little victories and advancements to increase their self-assurance. Offer unwavering support and show confidence in their ability to excel. Provide them with a mentor or give them access to extra resources to help them develop. Cultivate a supportive workplace culture that recognizes accomplishments frequently and ensures employees feel appreciated. This method assists in redirecting their attention from obstacles to their abilities and advancements.

To help an employee turn around their perception of feedback: Encourage a Growth Mindset: Emphasize that feedback is an opportunity for development. Provide Context: Explain how the feedback can help them improve and grow. Set Clear Goals: Help them set specific, achievable goals based on the feedback. Offer Support: Provide resources or training to help them meet these goals. Celebrate Progress: Recognize and celebrate their improvements and achievements. Foster Resilience: Encourage a positive attitude towards challenges and setbacks.