Don’t be a Wimp: Give Direct Reports Negative Feedback
Feeling uncomfortable because you messed up on a project, making looks like Ryan in The Office? Are you hearing crickets, as you ask your boss for feedback? There’s nothing worse than knowing that you could have done better on a project or task. You want feedback, but your manager can’t handle the situation, putting both parties in an awkward situation. The manager starts looking uncomfortable. They may even have other people mention something to the direct report, anything to avoid managing the situation.
As the direct report, it can be unsettling not receiving constructive feedback that you want. Either way, you have to be ready to hear it as a knowledge worker and you have to be ready to dish it out as manager. What should you do if you’re the worker or the manager?
Learn to be Accountable and Coachable
As a knowledge worker, learn to receive feedback so you can improve your work habits or results. Don’t be too hard on yourself because that could have the effect of your manager thinking that you’re going to fall apart if they tell you anything negative. If you’ve made a mistake, come clean, admit that you have, and assure your manager you will take measures to not repeat the problem. Don’t be too eager, be reflective and contemplative.
Have Courage, Don’t be a Wimp or Keep the Mr. Nice Guy Persona Image
As a manager, you have to be comfortable with delivering unpleasant feedback or handling confrontation. Don’t be weak by not giving the feedback yourself by having a proxy do it. Your direct report can only improve and learn from your feedback so don’t perpetuate the situation, then it’s you that should be accountable if it happens again. Don’t feel compelled to always be the nice guy and love by everyone. Just because you have to give negative feedback doesn’t mean you’re not nice; it means you care and want to help your direct report improve their performance for themselves, but also for the company.
Smart Lemming Tip: Manager should have the courage to deliver feedback so direct reports grow, learn, and stay challenged. Knowledge workers should hold themselves accountable for mistakes, being open to change and feedback.
