https://unsplash.com/@christinhumephoto
When you’re building your relationship with your employees, it’s important to acknowledge that an important part of the supervisory relationship is about delivering feedback. Feedback can be difficult to hear, even if it’s sandwiched between 2 strengths. However, talking about this piece of your relationship with your employees can help to set a supportive tone. Here are some tips on what to cover in this conversation.
First, you can directly ask the question, “When do you prefer to receive feedback?” I like to frame this question as a multiple choice:
- Immediately following the event that warrants feedback
- During regularly scheduled supervision sessions
- Some other mutually agreed upon arrangement
Lots of people may say that they’ll take feedback in the moment. Superficially, it sounds like the mature thing to do. Receiving feedback in the moment allows someone to learn as she goes, preventing mistakes from being made twice. However, it could mean that she’ll be receiving feedback all the time. If your employee is someone who feels a little anxious receiving feedback, this option may not be the best one. In addition, if your employee hasn’t had time to reflect on a situation, she may be more defensive in the moment.
One upside to receiving feedback only in supervision sessions (of course aside from grave infractions), is that you and your employee know when the feedback will happen. This can help by putting some employees at ease because they don’t have to be constantly anticipating feedback. However, sometimes the delay in feedback can cause some issues because memories get fuzzy, and it can feel far removed from the event warranting the feedback.
Remember, there are no wrong answers. And it’s important to acknowledge the many considerations to take into account when discussing this. How do you talk about feedback delivery with your employees? Share with us in the comments below.