Direct criticism more at the person than at the work performed
When we attribute characteristics to the person instead of talking about the action taken, we run the risk of falling into a personal offense, which can lead to moral harassment. To make it clearer: just because a person did a job carelessly does not mean they are like that. The person may also feel judged and take a defensive stance, with greater resistance to making changes. This may have happened due to a problem in your personal life, for example. In other words, it is important to be careful and not assume something that may not even be true. For example, it is better to say: “I noticed that this report contains some errors” than to say “You are a person who makes mistakes when producing reports”. Not allowing the employee to also give feedback Noise in relationships between leaders and followers can occur. But care must be taken so that this does not become a problem. Therefore, it is interesting to take advantage of the feedback moment to hear whether the leader has any contribution to make to the leader.
He may also be being negatively affected by something the leader doesn't even realize he does. Or you realize it, but don't think it's something that serious. To start this dialogue, you can establish communication by opening the door for the other person to also give their opinion during the conversation. For example: “I think it is more productive to have team meetings biweekly rather than weekly. What do you think?" Or: “I like it when you warn us in advance about possible delays in delivering the material, because that way I have more predictability. Do you think you can do this?” At DM Databases the end, say, “This is what I had to say. Now I'm willing to listen. Is there any point that I, as a leader, can improve in your opinion?” The employee may not feel comfortable the first time the leader does this. But, if they demonstrate openness not only when giving feedback, but in everyday life, this could change. You just need to be careful that this feedback from the employee to the leader is not forced.
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This also creates a bullying situation and, repeatedly, turns into moral harassment. Not being 100% focused on the person receiving the feedback The moment of feedback is delicate for those who receive and those who offer, but the person receiving certainly feels more vulnerable, as it is their behavior that is being evaluated. Therefore, dedicating an exclusive moment to this, with privacy, without interruptions, full attention and true listening is essential. This helps to build a safe environment for both parties to express their ideas with sincerity and respect. It is possible that, on the day of having this conversation, other problems arise – at work or in personal life – the leader will be a little distracted. Even so, you need to leave all this aside and focus on the person who will receive the feedback. After all, she has nothing to do with it. Now, if what happened caused a major emotional shock, it may be important to reschedule this conversation.
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