In this regard, it should be noted that feedback should be given in a situation where there are no outsiders. At the same time, the impact should be measured, and the complaints should be specific. Otherwise, the accumulated grievances and the employee’s negative experience of communication will hinder the constructive perception of information.
It is necessary to ensure that the feedback is balanced and timely.
There is no need to try accurate cleaned numbers list from frist database to correct the employee and achieve radical changes in his behavior in one “session”. After the feedback, observe him for some time. If he took into account your recommendations, tries to change his attitude to the matter, be sure to note this moment and thank him. After one moment in the personal development of the subordinate has been worked through, you can move on to another point.
If you immediately present an employee with a whole list of ways to improve, he will most likely choose only one direction data analysis for decision making with which he completely agrees, and on other issues he may decide that he is simply being picked on.
When considering how to properly give feedback to an employee, we will once again note such a principle as timeliness. You cannot delay the reaction and accumulate comments. For example, if you tell a person that a year ago he did something wrong, then the answer naturally suggests itself: why couldn’t you have reported it right away. Perhaps, timely feedback will not bring immediate changes, but the object of influence will be aware of your opinion.
Safe
It is important to ensure search engine optimization mails that feedback is harmless to both employees and the organization itself. In this context, anonymous methods of reaction should be used more.
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Alexander Kuleshov
General Director of Sales Generator LLC
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