登录查看更多内容

Last updated on 2024年6月21日

Here's how you can navigate difficult conversations when providing feedback to underperforming employees.

由人工智能和领英社区提供技术支持

Navigating difficult conversations with underperforming employees is a critical skill in maintaining effective employee relations. It's about finding the balance between being direct and empathetic, ensuring that feedback is constructive and not demoralizing. As a manager or team leader, you're tasked with the delicate job of addressing performance issues while fostering a positive work environment. This article will guide you through the process of providing feedback that is both honest and supportive, helping you to encourage growth and improvement in your team.

此文章中的业界达人

由社区从 6 条内容中精选。了解更多

Fay Calderone

Employment Lawyer & Partner @Hall&Wilcox and Author of Broken to Safe - tackling toxic workplace cultures and burnout.…
Kelly Venkiah

?Revolutionising Company Culture with a People-First Approach ??

1 Prepare Thoroughly

Before initiating a difficult conversation, it's crucial to prepare. Gather specific examples of underperformance and think about possible solutions or training opportunities that could help the employee improve. Consider the individual's strengths and how they can be leveraged to overcome their weaknesses. Entering the conversation with a clear understanding of the issues and potential paths forward shows respect for the employee and sets the stage for a productive dialogue.

添加您的观点

Fay Calderone

Employment Lawyer & Partner @Hall&Wilcox and Author of Broken to Safe - tackling toxic workplace cultures and burnout. Follow #BrokentoSafe #NotOnMyWatch
举报内容
The approach for managing performance is different to misconduct. When it comes to conduct, don't tolerate jerks - no matter how "brilliant" their performance is. With under-performing employees, it's recommended to play the ball (ie the performance issue/ deficiency/ expectation gap) not the human. Don't make it personal. Show faith in the turnaround. Encourage a growth mindset. Offer specific feedback on practical steps that can be taken to align with expectations and bridge the gap. Focus on what is going right as well as potential for improvement. Relate back to the requirements of the role, purpose and values. Always leave the door open for further conversations and support and keep file notes (in case it doesn't work out)!

已翻译

赞
Nidhi S.

SPHR
举报内容
We want to ensure that feedback is fact based and conversations are constructive. For this we need to prepare. We want to highlight specific examples. Kim Scott’s book on radical candor offers many such examples. The idea is to provide the feedback backed with the reason. It’s not personal feedback. Try to exclude person from the behavior and provide objective feedback. Also helpful would be providing the solution for improvement.

已翻译

赞

2 Choose Timing

The timing of feedback can significantly impact its reception. Aim for a private setting where the conversation won’t be interrupted, and choose a time when neither you nor the employee is rushed or under undue stress. This ensures that the feedback is given and received with the attention it deserves. Avoiding times of high tension or right after a project failure can prevent the employee from feeling targeted and allow for a more level-headed discussion.

添加您的观点

3 Be Direct

When it’s time to have the conversation, be direct but sensitive. Clearly state the performance issues, but avoid personal criticism. Use “you” statements sparingly and focus on the behavior and its impact on the team or company. Being straightforward reduces confusion and helps the employee understand the seriousness of the situation. However, it’s important to maintain a tone of support and cooperation throughout the conversation.

添加您的观点

加载更多内容

4 Listen Actively

Active listening is a key component of effective feedback. Give the employee a chance to respond and share their perspective. Sometimes, there may be underlying issues you’re unaware of that are contributing to their performance. By listening, you show respect for their input and may gain valuable insights into how best to support their improvement. This two-way communication can also help in building trust and a sense of partnership in addressing the issues.

添加您的观点

Marc Prager

Sr. Director, Talent Development at LinkedIn | AI-Forward HR Innovator | Creative Strategist | Leadership Development
举报内容
Navigating difficult conversations when providing feedback to underperforming employees requires active listening. Allow them to share their perspective to uncover underlying issues impacting their performance. This approach shows respect and can provide insights for better support. By fostering open communication and trust, you create a collaborative environment to address challenges effectively.

已翻译

赞

5 Offer Support

After discussing the areas needing improvement, offer support and resources to help the employee get back on track. Whether it's additional training, more regular check-ins, or a mentorship arrangement, make it clear that you are invested in their success. Providing concrete steps and tools for improvement demonstrates your commitment to their growth and can motivate them to make the necessary changes.

添加您的观点

6 Follow Up

A single conversation is often not enough to effect lasting change. Schedule follow-ups to discuss progress, provide additional feedback, and adjust improvement plans as needed. Consistent follow-up shows that you are attentive and committed to helping the employee succeed, and it keeps the lines of communication open. This ongoing engagement can encourage continued growth and performance improvement.

添加您的观点

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?

添加您的观点

Kelly Venkiah

?Revolutionising Company Culture with a People-First Approach ??
举报内容
Receiving feedback is being positioned in a state of vulnerability. The person providing the feedback has to be comfortable and confident, and very balanced. Feedback can be loaded with subjectivity and unconscious bias. Therefore, sharing your feedback without the tag of ‘feedback’ is something to consider. As an example, a manager says “I’d like to share my thoughts with you on situation X, and understand if you are thinking along the same lines or have an alternative view”. This opens up a conversation that allows the employee to speak honestly. The manager may be surprised at what they learn as a result of this approach.

已翻译

赞

Employee Relations

+ 关注

给文章评分

我们借助人工智能创建了此文章。您认为这篇文章怎么样？

很棒不太好

举报此文章

查看全部

Here's how you can navigate difficult conversations when providing feedback to underperforming employees.

1

2

3

4

5

6

7

1 Prepare Thoroughly

2 Choose Timing

3 Be Direct

4 Listen Actively

5 Offer Support

6 Follow Up

7 Here’s what else to consider

Employee Relations

给文章评分

感谢您的反馈

更多Employee Relations相关文章

更多相关阅读内容

Here's how you can navigate difficult conversations when providing feedback to underperforming employees.

1

2

3

4

5

6

7

1 Prepare Thoroughly

2 Choose Timing

3 Be Direct

4 Listen Actively

5 Offer Support

6 Follow Up

7 Here’s what else to consider

Employee Relations

给文章评分

感谢您的反馈

查看其他技能