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Last updated on 2024年7月7日

How do you navigate giving constructive criticism to a high-performing but sensitive team member?

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Navigating the delicate process of giving constructive criticism to a high-performing but sensitive team member can be a tightrope walk. As an HR consultant, you understand the importance of maintaining their morale while still promoting personal and professional growth. The key lies in your approach—how you deliver feedback can make all the difference. It's essential to ensure that your high achiever continues to thrive without feeling discouraged by the critique. Let's explore strategies that can help you address areas for improvement without dampening their spirit.

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Niyoshi Vichhi

Head of HR - UK at Vattenfall | Ex - LVMH Mo?t Hennessy, Burger King, Vodafone

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Grace Nwoko

ACIPM | Human Resource is my forte | Consulting | Design Thinking | Fusing HR with Data | Refining Employee Experience…
Taninder Kaur

Talent & Learning Specialist | Trainer | Painter | Writer

1 Prepare Thoroughly

Before you approach a sensitive team member with feedback, it's crucial to prepare. This means gathering specific examples of the behavior or outcomes that need addressing. Your feedback should be clear, concise, and focused on observable actions rather than personal traits . By being prepared, you can provide a structured and factual basis for your discussion, which helps to depersonalize the criticism and keeps the conversation objective. This groundwork paves the way for a more focused and productive dialogue where the team member can understand the rationale behind your feedback.

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Taninder Kaur

Talent & Learning Specialist | Trainer | Painter | Writer
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Providing Constructive Criticism to high-performing yet sensitive member may require a delicate balance of empathy, clarity, and support. I prepare myself for this feedback by following these steps: - Look into recent performance review records - Pinpoint and not generalize the actions or behaviors that need to be addressed - Gather evidences and examples to understand the impact on team, projects, or overall performance - Be clear and ensure my intention to help the member in improving - Anticipate the reaction during feedback and be ready to manage any emotional reaction calmly and supportively - Plan and structure to start with positive feedback - Prepare suggestions for improvement - Develop a follow-up plan

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Sandra Hurtado

Senior Associate Consultant en Reddin Assessments
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When preparing for effective feedback, it is essential to bring specific examples of behavior and the impact they had on results, the team, or relationships. Keep an open mind during the conversation and also listen to their point of view; remember that every story has two sides. Strive to be objective. The conversation should focus on improvement, so come prepared with options for improvement or concrete actions they can take.

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2 Choose Timing

Timing is everything when it comes to delivering constructive criticism, especially to someone who may take it to heart. Opt for a moment when your team member is least likely to be stressed or overwhelmed. A quiet, private setting is ideal, away from the pressures of looming deadlines or the ears of colleagues. By choosing the right time and place , you're showing respect for their feelings and demonstrating that you value their contribution to the team, setting a positive tone for the exchange.

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3 Communicate Tactfully

When delivering your feedback, it's important to be tactful. Use "I" statements to express how the behavior affects team dynamics or project outcomes, rather than placing blame. For example, "I've noticed that when reports are submitted late, it impacts the team's ability to meet our deadlines ." This approach encourages a sense of shared responsibility rather than singling them out. Being empathetic and acknowledging their feelings will help them stay receptive to your message.

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Niyoshi Vichhi

Head of HR - UK at Vattenfall | Ex - LVMH Mo?t Hennessy, Burger King, Vodafone
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Use the "feedforward" approach. Instead of focusing solely on past behaviors, emphasize future improvements. Collaborate on solutions. Invite the team member to participate in problem-solving. This could help give a sense of control and ownership.

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4 Focus on Growth

Emphasize that the purpose of your feedback is their growth and development. Highlight their strengths first, then address the areas where there's room for improvement . This "sandwich" technique can soften the blow of criticism. It's also helpful to offer specific, actionable advice on how they can improve. By framing the conversation around their continued success, you're reinforcing your belief in their capabilities and commitment to their career progression.

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Lashwin Kumaran (SHRM-CP)

Founder & Chief Consultant @ Enlight Consulting
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Focus on future steps and growing from this moment forward. Show alternate routes and be supportive in highlighting their strengths. Provide them with clear expectations on performance, and ask them what resources they need to get the task done.

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5 Encourage Dialogue

Encourage your team member to share their perspective. This helps them feel heard and valued, and it may provide you with insights into why they struggle in certain areas. By fostering an open dialogue , you're not only giving feedback but also inviting them to be part of the solution. This collaborative approach can empower them to take ownership of their personal development and reinforces the idea that you're on their side.

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6 Follow Up

Finally, don't let the conversation be a one-time event. Schedule follow-up meetings to discuss progress and address any new concerns. This ongoing support shows that you're invested in their improvement and are available to guide them through their development journey. Regular check-ins also provide opportunities to offer praise for improvements , which can bolster their confidence and reinforce positive changes.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Grace Nwoko

ACIPM | Human Resource is my forte | Consulting | Design Thinking | Fusing HR with Data | Refining Employee Experience & Culture | Learning and Development | Business Partner | Speaker
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Engaging with a sensitive colleague is often unavoidable in the workplace. It's crucial to approach these conversations without appearing accusatory. The colleague must feel comfortable enough to have that conversation, so in addition to timing and the right environment, you should probe to understand the root cause of the problem and look for proactive solutions rather than placing blame. Keep the conversation focused on the issue at hand. Avoid making it personal with statements like, “I know that is how you have always been” or “I know you are a difficult person.” Such remarks can make the person defensive, hindering a productive discussion. Encourage the person to share their thoughts as this can provide a valuable perspective.

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How do you navigate giving constructive criticism to a high-performing but sensitive team member?

1

2

3

4

5

6

7

1 Prepare Thoroughly

2 Choose Timing

3 Communicate Tactfully

4 Focus on Growth

5 Encourage Dialogue

6 Follow Up

7 Here’s what else to consider

HR Consulting

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How do you navigate giving constructive criticism to a high-performing but sensitive team member?

1

2

3

4

5

6

7

1 Prepare Thoroughly

2 Choose Timing

3 Communicate Tactfully

4 Focus on Growth

5 Encourage Dialogue

6 Follow Up

7 Here’s what else to consider

HR Consulting

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感谢您的反馈

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