Even when you mean well and balance guidance with praise, constructive feedback can negatively impact employee morale. To deliver this in a positive way, consider these steps:
- Prepare for the discussion. Demonstrate that you have put some thought into the situation. Have some specific strategies for the employee to follow but be prepared to listen to their concerns and thoughts. If they need additional education or training, work with them to arrange it.
- Present the ‘big picture.’ Help the employee see how changing or improving their efforts will benefit both them and the organization. Enable them to envision how their work impacts patients and other stakeholders.
- Be tactful. Be as kind as possible. Instead of saying, “You are frequently late, and that is unacceptable,” consider, “I’m concerned about your frequent tardiness. You are an important part of our team, and others count on you. How can I work with you to ensure that you arrive on time?”
- Meet face-to-face. Difficult conversations are best handled in person.
- Focus on the solution. Address the problem, then move to possible solutions. Never provide criticism without suggestions or opportunities for improvement.
- Offer clear guidance. Consider a step-by-step solution or checklist the employee can follow.
- Make it a two-way conversation. Give the worker ample opportunity for input, questions, and feedback.
- Follow up. Schedule a follow-up conversation to go over goals and measurable changes. If improvements haven’t been made, try to find out why.
