A happy workplace is a pleasant workplace, and it is also one in which employees are more productive, engaged and committed to the organization. And while it is generally agreed upon that dissent and criticism are critical factors of change and improvement, some question whether a policy of radical frankness will actually create a happier workforce.
A movement toward blunt honesty in the work environment has emerged out of the false conception that a supportive workplace is by definition at odds with an organization that values honest, straightforward feedback. This has led to some organizations adopting a culture of "front-stabbing," in which honest, sometimes harsh feedback is commonplace, under the assumption that this approach is better than "back-stabbing," according to a recent article in the Harvard Business Review.
But honest feedback can be delivered in a supportive way, and framing criticisms in a kind way is more effective than blunt denigration in three important ways, according to the report: It encourages higher performances, it is less likely to be misinterpreted and it uplifts employees instead of demoralizes them, according to the report. Additionally, candid yet supportive feedback is shown to foster higher performance and employee resilience.
Here are three tips to help leaders deliver constructive and candid feedback without becoming "front-stabbers," according to the Harvard Business Review.
1. Give more praise than negative feedback. Leaders of organizations that are considered high-performing deliver about five times as many positive, supportive and encouraging statements as they do negative, critical and disapproving statements. This is because the human brain is wired to focus on negative feedback more than positive feedback. It is important to correct and criticize employees when the situation calls for it, but it is possible to do so in a upbeat context as it will yield positive results and maintain morale and engagement, according to the report.
2. Focus on each individual's strengths and unique contributions. When we focus on people's weaknesses, we can usually only help them improve enough to become competent. But by focusing on their strengths, they can become excellent. According to the report, you can help employees excel by being as specific about positive feedback as you are about negative feedback, and highlighting examples of outstanding performance.
3. Emphasize collaboration. When talking to your team about a negative event, try to stay objective. Instead of placing blame, identify objective consequences or your personal feelings about it. Suggest solutions or alternatives for avoiding the problem in the future instead of arguing about who is at fault.