Employee feedback is important. Just as important is how we provide that feedback. As managers, it is our role to build, support and encourage. Three well-meaning phrases I used to use and have eliminated are:
“If it was me, …”:
“If it was me, I would have said …”. “If it was me, I would have made …”.
The problem with “if it was me” is … it wasn’t you! “If it was me” tends to be used in conversations when someone, somewhere did not act or speak in a manner approved by the speaker. “If it was me” doesn’t acknowledge:
- Different view points, methodologies or perspectives
- The other person’s experience or lack of experience
- The possibility that perhaps it was you who failed by not providing adequate tools, training or resources
- What the individual did right
“If it was me” slams the door on conversations that could provide valuable information and insight. Instead of saying “if it was me”, try:
- What worked well?
- Is there something you could do differently that would result in a better outcome?
- Why did you try that?
- Is there a reason …?
- Was there something about the situation that made you uncomfortable?
- Is there something I can do to help you?
There is no one just like you. Get past you and focus on them.
You’re doing a great job, but …
Generally one of two things happen when this phrase is used. The employee immediately forgets the great job part as soon as you say ‘but’ and starts holding their breath, waiting for the bad news, or they stop listening when they hear ‘you’re doing a great job’.
Instead of trying to combine the good and the constructive all in one sentence, focus on successes and criticism separately. It’s not that you can’t share both successes and areas where improvement is required in one meeting; just don’t combine them in one sentence.
And please, don’t only share the good stuff in an effort to soften the blow of of constructive feedback. You don’t want your team members to cringe every time they hear ‘good job.’
What does good job mean?
Instead of saying “good job”, be specific about what your employee is doing well. Did he or she manage an unhappy company with grace and skill? What in particular was done well? Focusing on and sharing highlights and specifics is so much more meaningful than an off the cuff ‘good job.’
You don’t need to go into a long laundry list of each and every thing that was done well. That comes across as pandering or condescending. Look for and then share specific areas of success and tie it back to how it helps the employee, the team, the company or the customer.
These are three phrases I have learned to avoid or adapt. Are there some phrases you no longer use? Why and how have you changed them to be more effective?