Your organization has implemented 360-degree feedback,
you’re likely seeing effects like better communication, stronger team
development, and more. While 360-degree feedback does produce many benefits, it
is not without its challenges.
For example, it can be hard to hear negative feedback from
your employees regarding your performance as a manager or leader. However,
negative feedback does not have to be a bad thing. In fact, you can turn it
into a positive opportunity by following these steps:
1. Control Your Emotions
It is normal to feel some sort of negative emotion when
receiving criticism from an employee, but it’s important to remember that this
is not an attack on your character. As when you deliver critical feedback to an
employee, your employee only wants to make the workplace better.
Furthermore, this type of open communication is critical to
team success. In one survey, 33 percent of HR managers said the “lack of open,
honest communication” is the factor that has the most negative impact on
employee morale. Avoid defensiveness as a default response to criticism.
Instead, step back and try to see the situation from the employee or
colleague’s perspective.
2. Assume Good Intentions
As you attempt to understand the feedback from the
employee’s perspective, don’t jump to conclusions about their intentions.
Instead of assuming an employee is out to get you, assume they merely want to
see you succeed further.
Creating open workplace communication means receiving
negative feedback. No one is perfect. Keep in mind that 92 percent of your
employees see negative feedback as an effective way to improve performance,
according to one study.
Accept negative feedback for what it is: Your employee’s
attempt to help you become an even better leader.
3. Own Your Mistakes
Everyone has a tendency to deflect when it comes to
criticism. Assuming responsibility, however, is part of what it means to be a
leader. Let your employee know you’ve heard their concerns and understand where
they’re coming from. It will help develop a stronger connection with your
employees, making people feel more comfortable when approaching you with
concerns in the future.
4. Clarify Expectations
Feedback meetings are supposed to be mutually beneficial
conversations that will improve performance, set goals, and explore options for
improving employee satisfaction. If your team feels like their feedback is
being heard and addressed, they’ll likely be happier to work with you as a
manager. Use negative feedback to make improvements accordingly.
5. Use It to Better Yourself as a Leader
Use this opportunity to think about how you can improve your
overall behavior and attitude as a leader in the organization. If one employee
has these concerns, it’s likely others do, too. Commit to being conscious of
your leadership style moving forward. Think about how you can improve as a
leader overall — not just in response to the specific feedback you received.
Consider all feedback as a stepping stone to realizing greater success in your
career.
About the Author: Michael Heller is the CEO and founder of
iRevü.
Article Source:
https://www.recruiter.com/i/how-to-turn-negative-employee-feedback-into-a-positive-opportunity/