Top News

Harvard Business Review: Negative feedback, when it's insulting or demeaning, often backfires. Instead of improving their work, employees tend to remember the harsh behavior and the unpleasant experience for a long time. Most employees want feedback that helps them understand their mistakes and perform better. However, when feedback is too harsh or derogatory, it embarrasses the individual, erodes their self-confidence, and impacts their work productivity.

Emotional Impact
If personal comments or harsh language are used while giving feedback to an employee, instead of improving, they may become discouraged and lose interest in their work. This negatively impacts their performance and the workplace environment. Therefore, feedback should always be given with respect and understanding, so that the employee can understand their mistakes, make improvements, and be motivated to do better.

Avoid making personal comments.
When giving feedback, focus on the person's work or behavior, not their personality. For example, instead of saying, "You're careless," it's better to say, "There are some mistakes in this work that need to be corrected." This makes the person more accepting of the feedback and motivates them to improve.

Give Feedback Professionally
When giving feedback, not only the words but also the manner, tone, and timing are important. If feedback is given at the wrong time or in a harsh tone, it can come across as negative. Therefore, feedback should be given in a calm, respectful, and professional manner, and a time when the person is ready to understand and accept it. This helps convey the message clearly and increases the likelihood of improvement.

Praise Efforts
Feedback should not only focus on mistakes or shortcomings, but also praise the person's good work and efforts. When positive and encouraging things are said along with points of improvement, the employee feels less harsh in the criticism. This builds their confidence and makes them more motivated to improve their shortcomings.

Disclaimer: This content has been sourced and edited from Amar Ujala. While we have made modifications for clarity and presentation, the original content belongs to its respective authors and website. We do not claim ownership of the content.