No employee wants his/her boss to tell them how they have failed to do their jobs. After all, every employee wants to be constantly productive. A negative review, says experts can be used as a feedback generating tool to enhance productivity and foster better results.
Everyone in course of one’s life has received criticism. However, at the workplace, though accolades are motivational tools every employee work towards receiving, there are often times when they are showered with anything but praises. However, organizations have realized that when criticism is given in a poor manner, it will not only lower engagement levels but also hamper productivity. But when shared with a noble intent can increase employee motivation and foster productivity. Hence, employees need to understand that it is simply an “uncomfortable” way of improving one’s job performance and learning new skills.
This kind of feedback is never individual targeted but fact based or work related. And it works best if criticism is not directed to an individual, but is more in the form of specific areas of work that need improvement.
The best time to give a negative feed back is immediately after a project or an event that has lead to it. It is advisable not to store such negative feedback and deliver it in one shot long after the incident event is over. However, a negative feedback should also include positive elements on how the employees can improve themselves and avoid such mistakes in their future.
Experts also say that it is imperative for employees to take these kinds of reviews in their stride and derive maximum learning out of it. They say that accepting a negative review as a performance enhancing tool can help the employee grow in his / her career. The employee needs to evaluate the feedback as being pertaining to his / her work. Instead of being defensive, the employee should display maturity to objectively evaluate the feedback and undertake corrective action on any points where there is a slippage in performance. Constructive criticism has the potential to bring consciousness about mistakes, negative traits and helps take corrective steps for improving productivity. Review sessions, if used as a mirror can provide an opportunity for the employee to learn about her/his strengths areas of improvement and come up with action plans to bridge gaps in skills or behavior.
Look at the constructive side of such a feedback and try and work out an action plan, share it with your manager and keep him/her posted on the progress that is being made. Remember not to repeat those mistakes again. Negative reviews can have a positive impact on the employee in the long run provided it is offered by someone who has a certain level of credibility, has objectivity, focuses on actions/performance rather than individual/persons and is intended to bring about positive changes in an employee behavior.
In the end, it is all about improvement. No manager or boss will criticize you without a reason. So the next time you feel that you are about to be reviewed negatively, take it as a positive sign for improvement, because it can only get better.
Experts of India Inc. say that behind every negative feedback there is a performance enhancing lesson.
1. Evaluate: The employee can evaluate the benefits of transforming himself /herself accordingly, which would further make the communication more efficient with his / her seniors.
2. If the senior gives the feedback publicly then the employee should share his / her action plan publicly. He/ she should go back and learn from the issue and share it with his /her fellow colleagues.
3. Learn: The employee can take all these initiatives as a learning experience and try to avoid such problems in the future. This will help to sharpen the employee’s confidence and groom him / her up for any future tasks.
