How to give negative feedback in a positive way

It’s a situation that no one wants to be in.

One of your team is underperforming, and you need to let them know.

It’s never fun to give or receive negative feedback, but as a leader it’s your job to it in a way that’s constructive, kind and helps your colleague to improve. Here’s the best way to do it

Do it in person

When possible, negative feedback should be delivered in person, or at least on a video call, to ensure that it cannot be misconstrued.

Without the addition of body language and facial expressions, words can take on an unintended meaning, plus you have no way of controlling when your team member will see it - they could take the feedback poorly if it reaches them at a bad time, for example when they are already feeling stressed.

Be kind but direct

You need to get the balance right of being supportive and empathetic, but also direct and not sugar-coating anything.

Again, this is to ensure that the recipient understands the feedback and doesn’t leave feeling confused as to what’s going on.

It can be helpful to start with some positive feedback first, so your conversation doesn’t feel like an attack from their perspective,

Focus on the work, not the person

Feedback should always focus on the area of underperformance and not someone’s personal character.

Focusing on the actual work will also make the recipient more likely to be open to the feedback and work on improvements.

Offer support

Your job as a manager is to support your team in doing their best work. Ask your team member how you can help them with this issue, and provide any adjustments they may need.

They may be going through something in their personal life which has contributed to their performance, so it’s important to offer empathy and any support resources your company may provide.

Remember not to make assumptions - let go of any preconceived judgments you hold and just listen.

Collaborate to find a solution

Autonomy is a huge part of feeling happy at work.

Instead of telling your team member what they need to do, ask them what they think would help them improve and work together to create a plan of action.

Have you had to give negative feedback to a team member before? How did you approach it? DM us on Instagram and let us know.