It’s easy to think that some people are naturally better at handling conflict than others, but the truth is that anyone can have tough conversations with their team that are productive and healthy. You just need to build that skill!
Like any other skill, handling tough conversations is a muscle you need to build. We’ve coached people leaders and business owners on how to have tough conversations and provide feedback to their team. Not only that, but our culture at Envol is BIG on feedback. We’re basically experts at making difficult conversations suck less.
In this article, we’ll break down everything we’ve learned to help you develop these skills. You’ll be able to create a process for yourself that removes the stress and enhances the value of difficult conversations. Let’s do this!
Why is feedback important?
Sometimes the toughest part about feedback is just initiating the conversation in the first place.
But feedback is really beneficial for businesses and teams. Feedback has a direct impact on your business’ profitability, retention strategy, and productivity. Some of the main benefits of feedback include:
- Increased Retention
- Increased Efficiency
- Reduced Conflict
- Builds Trust
- Improved Performance
- Encourages Innovation
All these factors seem important, but is it truly worth it?
Yes. In fact, engaged employees who are given feedback can increase their productivity levels by 21%. That’s a big impact on your business and your outputs. Beyond that, regular feedback reduces turnover by 14.5% and increases profitability by 8.9% when managers receive feedback.
And we’ll let you in on a secret: your employees probably want more feedback! We found that 65% of employees genuinely want more feedback. So go for it!
Avoiding Tough Conversations
Avoiding tough conversations is more common than you think. We tend to avoid difficult conversations for a number of reasons. For example, it might feel like it’s faster to redo the work yourself or maybe you don’t want to rock the boat. Remember: you’re not alone in feeling this way. But giving feedback is a skill you can learn and master!
Plus, it really matters! Your employees truly want feedback. It helps them grow in their jobs, learn more, and advance in their careers. Try reframing the idea of feedback into “mentorship” or “training” when the moment allows it. This might help take the pressure off the conversation and turn it into a more positive interaction.
Tips for Adding Feedback to your Processes
1. Building a Culture of Feedback
At Envol, we have a culture that revolves around feedback. We’ve intentionally woven it into our processes. It’s never too late to start integrating feedback into your company culture! Here are a few things to keep in mind when you’re getting started…
2. Lead from the Top
To get employees to “buy-in” to workplace culture, you must “walk the walk” and “talk the talk”. Leading by example sets the precedent for how to interact with each other. Feedback includes communication amongst senior leaders as much as it does with junior employees.
3. Create a Comfortable Environment
Employees need to feel safe to both give and receive feedback without fear of repercussions. Strive for mutual understanding over hard and fast rules. When your employees feel comfortable with you and in their work environment, you will be able to give direct feedback without the worry that you’re hurting any feelings, and vice versa.
4. Set Clear Expectations
Create organizational standards for what feedback looks like and consistently convey that message to your leaders and team members alike.
5. Make it Part of Your Routine
Use continuous feedback rather than periodic feedback. This can include on-the-spot feedback, informal meetings, performance reviews, or project postmortems!
Sharing Constructive Feedback
How you deliver information can determine the success or failure of feedback. Here are a few things to keep in mind:
- Do it face to face – Email or text should be avoided. If you are working remotely, video chat is appropriate.
- Your tone is important – Anger won’t get results and it tarnishes your employee’s feeling of safety.
- Give balanced feedback – Nothing is one-sided.
- Check-in and follow up with your team member – See how they’re doing and ask if they need any support following the feedback.
Managing Reactions
The fear of heated emotions and poor reactions to feedback is one of the main reasons we avoid having tough conversations. Try these steps to manage the flow of the conversation, so it remains productive and calm:
1. Be Prepared
Your best defense is a good offense! Choose a phrase to get yourself back on track when things start to go off track. For example, “this is not about me” can help you stay focused on the goal.
2. Think about Possible Reactions
What might you feel at that moment and how can you keep yourself calm?
3. Be Ready to Listen, But Don’t Let it Spiral
Remember that not everything has to be responded to. Always listen but be prepared to re-direct to the goal.
4. Fight Your Inner Voice
Feedback isn’t personal, so don’t get caught up in the drama. Regardless of what is said, you can choose how you show up and how you react.
5. Stick to the Facts
Opinions have no place here. Get your examples ready.
A Final Note on Handling Conflict
There are a lot of nuances to providing feedback; however, implementing it in manageable ways that allow you to give quality feedback will help your organization grow and thrive. We’ve seen firsthand how feedback can help businesses grow and suggest you give these tips a try!
Got questions? We create personalized training workshops for managers and leaders on topics like handling tough conversations, DE&I, and more. Reach out to us at [email protected] to learn more!