{"id":1943,"date":"2020-06-21T23:23:35","date_gmt":"2020-06-21T22:23:35","guid":{"rendered":"https:\/\/hrteam.ie\/?p=1943"},"modified":"2022-09-30T11:03:44","modified_gmt":"2022-09-30T10:03:44","slug":"the-six-step-process-to-providing-constructive-criticism","status":"publish","type":"post","link":"https:\/\/hrteamservices.com\/en\/the-six-step-process-to-providing-constructive-criticism\/","title":{"rendered":"The six step process to providing constructive criticism\u00a0\u00a0\u00a0"},"content":{"rendered":"

Managing employee performance can be the most challenging aspect of your job as a business owner or manager.<\/span><\/p>\n

A large part of successful performance management revolves around clear communication and the provision of regular feedback to employees – in fact these are vital to the continued efficiency and performance of your team(s) and your overall organisation.<\/span><\/p>\n

HR Team<\/a> director, Martina McAuley, advises the best approach when addressing an employee\u2019s underperformance:\u00a0<\/span><\/p>\n

\u201cThe best approach is referred to as a \u2018positive sandwich\u2019. Begin with positive feedback, feed in with addressing the negative issue at hand and finish with a positive statement. This is to prevent the \u2018fight or flight\u2019 mode or confrontation that may arise from employees otherwise.\u00a0\u00a0<\/span><\/p>\n

\u201cSpeak to an employee in private, speak clearly to avoid a misalignment in the message and follow the six step process below\u201d.<\/span><\/p>\n

The 6 step process on providing feedback:\u00a0<\/b><\/h2>\n
    \n
  1. State your purpose to be concise \u2013 avoid small talk.\u00a0<\/span><\/li>\n
  2. Describe the problem \u2013 describe the performance or behavior without being judgmental and always provide detail on incidence of poor performance. <\/span><\/li>\n
  3. Listen actively \u2013 use open questions, positive body language, etc.\u00a0<\/span><\/li>\n
  4. Agree on the problem \u2013 this is important for reaching a solution and may require modifying your own view.\u00a0<\/span><\/li>\n
  5. Ask the employee how they could resolve the matter and agree on an action plan.\u00a0<\/span><\/li>\n
  6. Have the employee sum up the matter \u2013 ask for a recap, what the issue is, what you will do to resolve it and the timeframe. This ensures a common understanding.\u00a0<\/span><\/li>\n<\/ol>\n

    Ms McAuley adds: \u201c<\/span>It is even more pressing to focus on performance management now, given the current unusual circumstances.<\/span><\/p>\n

    \u201cPerformance must be monitored, discussed, and measured frequently. Providing feedback encourages employees to adhere to the basic standards and addresses areas of concern – while positive feedback will boost staff morale,\u201d Ms McAuley added.\u00a0\u00a0<\/span><\/p>\n

    If you would like to access Ms McAuley\u2019s webinar on performance management for further expert advice, contact us today: <\/span>hello@hrteamgroup.com<\/span><\/a> or call <\/span>NI\/UK:\u00a0<\/span>+44 2871 271882<\/span><\/a> Ireland:\u00a0<\/span>+353 1 695 0749<\/span><\/a>.\u00a0<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

    Managing employee performance can be the most challenging aspect of […]<\/a><\/p>\n","protected":false},"author":5,"featured_media":2891,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[11,15],"tags":[],"class_list":["post-1943","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-all","category-performance-management"],"acf":[],"yoast_head":"\nThe six step process to providing constructive criticism\u00a0\u00a0\u00a0 | HR Team NI & UK<\/title>\n<meta name=\"description\" content=\"A large part of successful performance management revolves around clear communication and the provision of regular feedback to employees.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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