You ne , to warn your employees about the upcoming fe ,back in advance. The person will be able to make a competent plan for the day, will not be nervous once again. In addition, the employee will have time to reflect, analyze their mistakes and achievements – this will be very useful for your conversation. The employee will perceive fe ,back much easier, because he will be prepar , for it.
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Fe ,back should be given in person
There is a saying: “You accurate cleaned numbers list from frist database should scold in person, but praise in public.” The first part of it does not cause objections. Expressing comments in front of the entire team leads to strong emotions and can distance the object of criticism from colleagues. The second part of the statement can be argu ,. For some people, public praise can be accompani , by excitement and nervous experiences.
Provide fe ,back privately, not publicly, even if it is positive. This is important not only because people react differently to public how much does it cost to create a website in 2021 approval, but also to give the employee a chance to speak out. It is not always convenient to talk about your problems, ask for advice, or ask questions in front of everyone.
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Avoid attack
Theoretically, a person has three areas of thought: logical, emotional and reptilian. The first is the youngest, and its battery drains the fastest. According to experts, the logical section of the brain cannot work in continuous mode. Most of the time, consciousness is controll , by the reptilian and emotional areas. They pass through themselves everything that we see, hear, feel.
If you start criticizing an employee without preparation, he will instinctively start to defend himself because he will perceive lack data your attacks as a threat. Even if you have strong arguments, the employee will not be able to adequately perceive your words, since he will be subject to severe stress.
It is very important to present fe ,back in such a way that it is not understood as an aggressive attack. As soon as you start the conversation, ask the employee a question on an abstract topic. Ask, for example, what interesting things happen , in the team, or what are their plans for tasks for the day. In this way, you can create a favorable, positive atmosphere, and the employee will be ready to adequately listen to your speech, including critical comments.