Negative feedback can provide valuable insight by allowing your employees to evaluate their management performance. Responses received through interview and feedback surveys usually can be in the form of good, bad or ugly. What if you decide to dismiss your employee’s negative comment? It could negatively affect the relationship on both sides. So what can you do to respond? Here are some practical advices that every manager should follow and avoid upon receiving negative feedback from your employees.
1.Understand and accept that all forms of feedback can be an instrument of improvement
Your employees are not stating that you and the management are doing poorly by providing negative feedback. They are merely pointing out the weaknesses in your management can become better and more effective. Try not to take the feedback as a personal attack. Your employees are doing their best and for the company. The feedback that you received is your stepping stone towards establishing a better company and solidifying yourself as a strong leader.
2. Be honest and transparent with your employees in regards to the feedback
Be more open toward your employees and they will do the same for you as well. There will be unflattering feedbacks that you dislike sharing but bear in mind, they are aware of it. Avoid filtering away negative remarks as your attempts could diminish the trust bond between you and your employees. Act professional and try not to get too personal and be truthful towards your employees. You may even earn respects from your employees.
3. Show your employees that their feedback is important to you
There is no point listening to your employee’s input if you don’t take their advices and thoughts seriously. Upon receiving and reviewing your employee’s negative feedback, take action to show that you do heed their advices. Once they are aware that you are taking actions in resolving their feedback. Arrange a follow-up meeting to discuss improvements and solutions. There is a good chance that your peers may have excellent ideas on how to get things better. Listen to their advices and put it into practice with the best course of action.
4. Come up with a plan on how to work out your employee’s concerns
Discuss with your colleagues once you have received negative feedback from employees. Come up with a game plan on overcoming the issues that were addressed by your employees. Take for instance, if your employees are complaining about using out-of-date software for their work laptops. Start adopting the newest software for them. The transition may take time, start informing every employee about it and training session should be mandatory for employees to adopt new software.
1.Making an immediate response after receiving the negative feedback
You may have thoughts come into your mind and eager to respond after receiving negative feedback from your workers. What you should do is to take a deep breath and relax for one moment. You will need time to recollect your thoughts instead of jumping the gun and saying something that may be inappropriate. Once you received the feedbacks, put it down in written form and discuss with your peers. Outline the outcome of the discussion and the next course of action. Plan a meet up for the next few days after receiving feedback to show your desire to make improvements.
2.Taking the negative feedback as an offence and lashing out towards your colleagues
It may hurt being the one to take in the negative feedback. Regardless, don’t let the remarks change your state of mind and demeanour. By accepting your employee’s feedback, it shows that you are an individual who can be open towards criticism. Instead of throwing out a tantrum, search for ways to improve your company culture or strengthening engagements with employees.
3. Do not brush away your employee’s feedback
If you seek feedback from your employees, be prepared to do something about it. Employees will feel demotivated and meaningless if you don’t take their feedback seriously.
4.Closing off the case after you have work on the feedback for one time
As a manager, you need to aim for continuous improvement. A great manager seeks feedback frequently to adopt new ideas and addressing any concerns among employees. Without negative feedback, there won’t be any room for improvement. Taking initiatives to employ the right ideas will propel towards strengthening your organisation and refining engagement.
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