You're coaching a manager on feedback for team performance. How do you avoid demotivating employees?

Frame it as a learning opportunity. Acknowledge what team members have attempted and what they can do to perform even better. Provide suggestions and recommendations on how they can improve performance (upskilling, coaching, mentoring, buddy system, goal setting). Get their feedback and buy-in so that they take ownership of this performance growth opportunity. And be human - we all make mistakes and are all works in progress.

Giving feedback about team performance can seem daunting for a manager. It can feel like pointing out faults rather than fostering growth. However, viewing it as a conversation about development and team growth can transform this perspective, emphasizing a growth mindset. For me the feedback feels more effective and natural when: Using Compassion: Understand where they're coming from and what motivates them. Building Strengths: Begin with positives to open them up to further discussion. Guiding: Provide clear, supportive directions—it’s about assistance, not authority. Making it a Conversation: Keep the process collaborative. Empower: Involve them in decision-making, enhancing their sense of value and ownership.

Begin with positive observations: Starting with what the team or individual has done well can set a constructive tone for the conversation. Be specific: When addressing both strengths and areas for improvement, be specific and provide concrete examples. This clarity helps employees understand where they excel and what exactly needs to be improved. Frame improvement as an opportunity: Rather than focusing solely on shortcomings, present these areas as opportunities for growth, learning, and development. This helps create a more positive and actionable outlook. Offer guidance and support: Encourage managers to provide clear steps and resources to help employees work on areas that need improvement.

This is so obvious yet so rarely done. I could probably count on 1 hand the number of times I have actually received specific and actionable feedback. If someone has done something well - be specific! Let them know exactly what, so it can be repeated. If someone has done something that needs to be improved - be specific! Let them know exactly what didn't work, so it can be avoided and a new option pursued. Avoiding ambiguity, avoids demotivating employees. Lack of autonomy and lack of clarity are some of the main aspects of disengaged employees.

I believe it's not just what you say but how you say it. Feedback is crucial and should be delivered with specifics and empathy. Highlight both successes and areas for improvement. When addressing team performance, it's important to balance empathy with constructive feedback to foster growth and development.

When giving feedback most leaders oscillate between empathy and holding people to high standards. The key is to hold the balance between the two by exercising both. If you enforce standards but do it without empathy then you end up being harsh. If you are high in your empathy, thinking that your kindness will win the day, and don't set clear, consistent standards, you will be permissive. Harsh leadership makes people feel used like a cog in a machine, where they don't matter. This creates disengagement, disloyalty, low morale, and compliance. High empathy and low standards creates low individual and team performance, and disunity between high-performing team members and low performing ones. It hinders people from achieving their best.

Choosing the right moment for feedback holds deeper significance than just practicality. It reflects our awareness of each individual's emotional climate. When we approach feedback with Spiritual Intelligence, we can better empathize with the receiver's state of mind. This connection not only enhances the effectiveness of our message but also nurtures a positive environment. By being intentional about timing, we honor our team's emotional well-being, creating a space for growth that transcends mere performance.

When we focus solely on growth, we sometimes overlook the “Emotional and Spiritual Aspects” of our interactions. Spiritual Intelligence allows us to connect deeply with our team members, recognizing their unique journeys. True motivation comes not just from feedback but from understanding their fears and aspirations. By creating a safe space for open dialogue, we can inspire genuine growth that resonates on a personal level. This Holistic Approach nurtures not only skills but also the "Spirit" of the team, fostering true collaboration and trust.

When we consider feedback from a Spiritual Intelligence perspective, it becomes about more than just performance metrics. It is an opportunity for growth and transformation. Each piece of feedback can be a reflection of our collective purpose. By creating a safe space for dialogue, we cultivate deeper connections. This not only motivates employees but also nurtures their “Spirit”. The journey of improvement is enriched when we see feedback as a shared experience rather than a top-down directive. Empowering employees to view feedback as a path to self-discovery can spark innovation and resilience.

Giving feedback is such a minefield, you need a creative approach--people just aren't (mostly) wired to get through it when constructive, without a bit of a negative hit. Recommendation: Re-imagine #feedback as an engaging and dynamic process. Try reframing as storytelling Approach: Manager and employee co-create a narrative of the employee's journey Use metaphors and characters to represent challenges and achievements Collaboratively write the "next chapter" focusing on growth and development This creative approach can make feedback more engaging and less threatening. The plusses and deltas come alive and resonate with the employee. They'll enjoy the creative exercise and could be more easily spurred to action-taking on areas to fix

I've personally try with a negative always give a positive. End the conversation on a high note. People will always remember the negative anyway but try to lessen the blow. You will get better results in the end and no matter how difficult the conversation must be you will be respected more.