Strategic Business Management Includes Revenue
Manager, Operations
Office Superintendent

Thread Started by #bodhisutra

Negative feedback is a reality - it happens to all of us but taking it in the right way takes a high level of professional maturity, which a lot of us struggle with.
Sharing 6 rules on how to handle negative feedback.
Feedback welcome, negative as well ;)
23rd April 2013 From India, Delhi
Feedback is a feeback. Well, its not all about the negative or positive, infact it must be a constructive feedback with appropriate suggestions highligthing strategies for better performance. Its upto individuals as how they perceive in terms of good or bad because the words used to describe their views makes a lot of difference and, it does has a strong impact on our thinking style which leads to either react or respond to the situation.
There are instances where supervisor's/superior's views do not match with his team mates. Instead of giving a feedback thats sounds negative or using strong words, its better to communicate the facts with clarity and synergize for better results.
I seriously don't know how many are blessed with such a matured attitude who are truly capable of building strong relationships, developing deep trust by avoiding STRONG WORDS thats constitutes NEGATIVE FEEDBACK.
With profound regards
23rd April 2013 From India, Chennai
I forgot to mentioned that, feedback is the one of the elements of Motivation... With profound regards
23rd April 2013 From India, Chennai
Not sure if I understood you correctly. Are we suggesting that "Good job, well done" and, "This is not acceptable. Your sales numbers are dropping and clients are unhappy" are one and the same things?
A "Job well done" feedback undoubtedly motivates while "Not acceptable" feedback helps correct. The objectives are different, the emotional content is different and the strategy of receiving them has to be different too.
Or am I missing something here?
24th April 2013 From India, Delhi
I didn't mean to say, perceive a NEGATIVE FEEDBACK, POSITIVELY. What i meant was, to present a NEGATIVE FEEDBACK in a POSITIVE / CONSTRUCTIVE WAY. For example, rather saying(feedback) straight on his face, we may pose relevant questions to find out the facts for not achieving targets as it is most important for the manager to understand as why his team member failed. Motivation is the part of the FEEDBACK.

Moreover, we do reflect ATTITUTDE(positive(kind)/negative(harsh)) during our communication process. If we succeed in demonstrating POSITIVE ATTITUDE, i am sure our feedback will be worth receiving it.

A manager must be EMOTIONALLY INTELLIGENT. He must be complete aware of his team member attitutde, behavior, emotions, strenght, weakness, etc. Well, its not about correcting the employee, its all about making himself to realize where he went wrong and support him to correct himself, through effective coaching strategies. This way, a manager or team leader will be no way held responsbile for his team member's mistake nor they will any scope for inviting stressful workculture.

With profound regards
24th April 2013 From India, Chennai
Think every negative feed back as fact finding rather than fault finding and change attitude. Whenever we received a negative feed back come to our table, we must analyse the feed back and correct. To do this we need two things. 1 open mind, 2. Patience. There are number of books on positive thinking available in the market.
27th April 2013 From India, Bangalore
That's very true Venkatesh.
However, there can be situations where a negative feedback is not justified or comes because of reasons other than performance - such situations are not unheard of in our careers.
Hence, any strategy of dealing with negative feedback has to cater to both these cases - when the negative feedback is justified and due to performance reasons as well as when it is not justified.
30th April 2013 From India, Delhi
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