Dale Carnegie Training of Central & Southern New Jersey
Blog for Dale Carnegie Training of
Central & Southern New Jersey

500 College Road East, Suite 210
Princeton, NJ 08540
609-631-0500
CentralNJ.DaleCarnegie.com
Menu
  • Home
  • Soft Skills
  • Communication Skills
  • Sales Skills
  • Local News
Menu

Steps to giving feedback in a tough HR situation

Posted on August 20, 2010October 25, 2012 by dcadmin

If you are in a management position of any kind, chances are you’ll have to have a difficult conversation with an employee at some point in time. Issues may include:

  • Being late
  • Discrimination
  • Drug or alcohol use
  • Flirtatious behavior
  • Having an inter-office affair
  • Inappropriate attire
  • Leaving dirty dishes in the sink
  • A messy desk
  • Personal hygiene
  • Excessive cell phone use
  • Vulgar language

So as uncomfortable as those situations are, we’ve put together some general guidelines. As always, it’s best to consult a professional before jumping into conversations of this nature, but these six steps will help you get started.

  1. Seek permission to give feedback. Open the two-way dialogue as soon as you start the conversation in order to keep things as honest as possible.
  2. Keep cool, calm and collected. Criticizing someone or raising your voice is a quick path to escalating a situation. Instead, use a calm, conversational tone and try to leave your emotions out of it.
  3. Focus on the problem. It’s not a good idea to make any references to others who may have experienced a similar problem with this employee. He or she will immediately feel backed into a corner and react defensively, so keep the conversation to the topic at hand.
  4. Keep the discussion uncomplicated and simple. Similar to Step 3, keep your conversation simple, direct and on topic — don’t sidetrack the real issue at hand with any irrelevant discussion.
  5. Reach an agreement. Both parties need to come to an agreement about what needs to be done and on what timeline. Schedule a future date to re-evaluate the employee’s attitude/behavior.
  6. Follow-up. The more positive feedback you provide, the more likely someone is to change their attitude and/or behavior. And let them know that other employees have noticed a difference as well.

This post is brought to you by the good folks at Dale Carnegie Training of Central & Southern New Jersey. We would love to connect with you on Facebook and Twitter @CarnegieJersey.

Tweet
Send to Kindle

1 thought on “Steps to giving feedback in a tough HR situation”

  1. Pingback: Steps to giving feedback in a tough HR situation | The Dale Carnegie Way

Comments are closed.

JOIN US

  • Email
  • Facebook
  • Instagram
  • LinkedIn
  • Twitter

UPCOMING COURSES

High Impact Presentations
In-Person | Princeton, NJ
Thursdays | April 21 & 28

The Dale Carnegie Course
In-Person | Philadelphia, PA
Mondays | 4/25 – 6/20

Leadership Training for Managers
Live Online Program
Wednesdays | 5/28 – 6/29

View All Upcoming Courses 

©2022 Dale Carnegie Training of Central & Southern New Jersey
loading Cancel
Post was not sent - check your email addresses!
Email check failed, please try again
Sorry, your blog cannot share posts by email.