Don’t Just Give Feedback. Engage in a Conversation
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Tip
When giving feedback, you might assume your role is to tell your employee what you see, but it’s far more effective if you engage in a two-way conversation.
Start by asking questions about their strengths.For example, you might say, “Tell me about a time this month that you felt energized,” or, “What have you learned about yourself from working on this project?” Asking employees to look back on these moments helps you better understand what it took to get there — and what it will take to get there again.When employees hint at a challenge, try to draw out their concern.You might ask questions like: “What outcome are you trying to achieve? What have you tried so far to get there? How have you handled similar challenges in the past?”
Then, help them shape the path forward. Let the employee offer ideas about next steps, but steer the conversation and offer concrete feedback. Close with questions like, “How do you think you’ll act on this?” and “What would happen if you tried this?”
The best feedback helps your employees understand and build upon their strengths — and perhaps even see themselves in a new way.
Translations
🇨🇳 进行对话，而不是仅仅提供反馈
当你在为员工提供反馈时，你可能会认为自己的角色是告诉员工你看到了什么，但是如果你可以进行一场双向对话，这会更有效果。
从询问他们的长处开始。例如，你可以这么问，“告诉我，你在这个月的什么时候状态最好?”，或者“你从这个项目中学到了什么?”让员工回顾这些时刻，有助你更好地理解实现目标所需的条件，以及再次实现目标所目标所需的付出 。
当员工暗示有挑战时，试着引出他们的担忧。你可以这么问："你的目标是什么？ 到目前为止，你做了哪些努力来实现这个目标？你过去是如何应对类似挑战的？"。 然后，帮助他们规划前进的道路。让员工提供下一步的想法，但要引导对话并提供具体的反馈. 以类似“你觉得你会怎么做?”和“如果你这么做会怎么样?”这样的问题结束.
最好的反馈可以帮助你的员工理解并自己的长处,并在此基础上发展自己的长处，甚至可以用一种新的方式看待自己。
