As I did mention in my latest piece, a well-delivered performance feedback can turn your heroes into superheroes, but the strengths of the feedback-sharing process are often underutilized. Perhaps, the process becomes more challenging when your employee is not in complete alignment with your inputs.
Perceived biased process, contributions not recognized, negative ratings, and so many more reasons that can fuel and upset your team member. And hence, the process of feedback sharing becomes more daunting if it is with an incensed employee. Managing an irate employee during a performance review discussion can be challenging for even the most experienced manager. No matter how intimidating the process is, it is important that a manager shares his candid observations for the development of the employee and assists him to recognize the very corrections needed for him to perform better in the future. It may be a fearsome task, but avoiding a review session with a disgruntled employee can never be the right option for a leader. Instead, they can choose to attend the opportunity with empathy and readiness.
There are variety of expert techniques that can supplement, plus I have also mentioned few tips below that shall come in handy to make the best out of such crucial and sensitive discussions.
Empathize with the Member: Try to understand the employee’s perspective and show empathy for their situation. This can help build trust and reduce he level of friction during the conversation.
Remain Calm and Professional: The foremost step in handling an irate employee is to remain calm and professional. This can help to defuse the situation and prevent it from escalating further. Take a deep breath and remain composed, even if the employee is yelling or making accusations.
Listen Actively: Allow the employee to express their feelings and listen to their concerns without interrupting. Acknowledge their feelings and validate their POV.
Focus on the Issue & Stay Firm: Despite the employee’s reactions, it is important to remain firm on the performance feedback. It is not appropriate to make changes to the review simply because the employee is upset. It is important to stick to the facts and provide accurate and honest feedback without getting sidetracked by personal attacks or irrelevant information.
Communicate Clearly: Use clear and concise language to explain the feedback and provide specific examples to support your points. This can help the employee understand the reasoning behind your review and can prevent them from feeling like the feedback is subjective or unfair.
Offer support to help him Improve: Work with the employee to identify potential solutions and next steps to address any issues. This can include additional training, coaching, or mentoring. By doing so, you can show the employee that you are invested in their success and that you are willing to help them grow and develop.
Set Follow-up Discussion: Schedule a follow-up meeting to ensure that the employee has had time to process the feedback and discuss any further concerns. By doing so, you can show the employee that you are committed to helping them succeed.
