Dos and Don’t When Giving Feedback to a Defensive Employee
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Managing an employee who is defensive to feedback can be difficult when you are simply looking to improve their performance and capabilities in the workplace. Remember that feedback is necessary for the workplace and simply not giving them feedback will not be a solution to the problem. Below are some approaches to consider and avoid when giving defensive employee feedback.
Why Does An Employee Act Defensively to Feedback?
You may wonder why your employee responds defensively to any feedback you give them. It is essential to consider what the employee feels and spend some time wondering how you would respond to the feedback as well. In this reflection, you may think of ways you would appreciate being told you need to work on a specific skill and how a manager could guide you through such an effort. Oftentimes, employees and people, in general, don’t like being told they are wrong or doing something incorrectly, as it can make them feel insecure in their position. In addition, they may feel so overwhelmed trying to figure out how to improve this skill that they choose to respond defensively and ignore it.
As A Manager, Do These Actions When Giving Feedback:
Do Offer Attainable Goals for the Employee To Improve the Skill
An employee may feel overwhelmed trying to improve a skill that you tell them needs attention. Offer the employee some guidance and tips to achieve this. You could encourage them to attend a specific webinar or class. Even, suggest a book they could read. Or, offer up your own time to help out the employee. Thinking of ways the employee can go on to make these improvements and gain the knowledge to do so will make the experience of receiving feedback easier to understand.
Do Assure The Employee You Care About Their Wellbeing
No one wants to be bossed around and told they are not good at something. Employees can become extremely insecure when informed of what they need to work on. Let the employee know you care about their performance and their goals. The employee may need a helping hand to guide them through the process simply by providing some support. Your employees will appreciate your focus on their well-being.
Do Let The Employee Know What You Appreciate About Their Work
Negativity can overtake what the employee is truly good at. When giving your employee feedback, offer up positive thoughts about what they are doing well. Each employee was hired for a reason, so highlight this employee’s strengths when you are giving them feedback. It is important to assure the employee of the unique attributes they offer to the workplace. Consider using a structure such as the following to convey feedback to an employee:
Explain the situation to the employee
Point out the positive things an employee does in this case
Suggest areas for improvement
As A Manager, Don’t Do These Actions When Giving Feedback:
Don’t Respond to the Employee’s Defensive Behavior with Anger
When an employee becomes defensive, you may feel upset. Don’t allow these feelings to ruin the conversation and escalate the tension. Respond in a calm tone and be respectful of how the employee may be feeling. Offer to guide the employee to improvements and be a source of support.
Don’t Only Offer Negative Feedback In This Conversation
Simply telling an employee they are not good at a specific task is not a successful method to give feedback. You must assure the employee that they do have a place in this company and offer up positive feedback to them. Only giving negative feedback will make their defensiveness worse because of the increased feeling of insecurity about their current position.
What To Do If the Defensiveness Continues
If the employee continues to be defensive towards the feedback and makes no changes, you may need to reconsider their place in the company. You need people on your team who add positivity to your team and who can adapt to what is the precedent. This all happens when people can handle feedback and make changes with your support. This decision can range from adjusting their position and responsibilities or letting them go completely.
Conclusion
When dealing with defensive employees, make sure to assure them of their position and the skills they add to your team. Hearing negative feedback can make some people act defensively, so encourage the employee to understand how feedback can guide them to be even more successful in the workplace.
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