How to give feedback.

Vocabulary.

Impersonal.

To be impersonal means to not show or involve personal feelings.

Impersonal feedback focuses on someone's behavior rather than their personality.

It addresses specific actions that an employee can change.

If feedback criticizes someone's personality, they may feel insulted and won't accept it.

Consistent.

To be consistent means to always behave or happen in a similar way.

Keeping your feedback consistent requires you to have clear standards to evaluate employee behavior. 

If your feedback to an employee always changes, they won't know what they are expected to do.

If she had kept her feedback more impersonal, he may have been more willing to accept it.

If you can't keep your feedback in personal employees may think you are criticizing their personality.

A company's policies should be consistently applied to employees regardless of their roles.

Employees can easily get confused if the feedback they receive is inconsistent.

Actionable.

Actionable feedback offers clear steps to improve an employee's performance.

It's just specific ways to change their behavior.

If feedback only focuses on why an employee needs to improve, but not how they can improve. It will be hard to implement.

Empathetic

To be empathetic means to be able to understand and share the feelings of someone else.

Being empathetic to a difficult employee allows you to look at things from their perspective.

This can help you gain a better understanding of why they behave the way they did.

If you want your employees to change, you need to give them actionable feedback and clear goals to work towards.

The more specific and constructive your feedback is, the more actionable it is for the employee.

By giving actionable feedback to difficult employees, you are not only pointing out their problems but also helping them improve.

Workplace misconduct

Vocabulary.

All offices should aim to make sure their employees are treated fairly and equally.

Here are some common forms of misconduct that are either unethical or illegal in an office.  

Bullying

Bullying is the act of treating people in a mean and threatening way.

Office bullys target people who they can push around.

In most cases, office bullying is done by someone with authority such as a manager or senior employee.

Sexual harassment.

Sexual harassment is when someone behaves sexually in a way that makes people uncomfortable.

It includes sexual jokes or comments about a person's appearance. 

Sometimes people won't report sexual harassment because they're afraid of being retaliate against. 

Making inappropriate sexual gesture is a kind of sexual harassment.

An office bully may use their power to embarrass or insult other employees.

He was fined after being accused of sexual harassment.

While many people have experienced workplace bullying, many offices don't have policies to prevent it.

More often than not, workplace bullying won't be reported. W If I won.e'll just leave their job.

If someone is being sexually harassed, feel safe at work.

They have formed an organization to fight against sexual harassment.

Many companies have zero tolerance for sexual harassment.

Discrimination.

Discrimination happens when someone is treated differently from others in an unfair way.

People are often discriminated against because of their age, race or sex.

If someone has been refused a job because of their skin color, they have been discriminated against. 

Retaliation.

Retaliation first to acting against someone who has upset you. 

In the office, retaliation can occur when an employee has offended their manager. 

If they have reported their manager, their manager may try to punish them.

They may give the employee extra work to do or become overly critical of the employees' work. 

After reporting they are probably being.

Discrimination against someone's gender is also known as sexism. 

He felt he was fired in retaliation for complaining about his manager. So he sued the company.

She thought her manager was retaliating, not giving her a promotion.

Most countries have laws to protect against workplace discrimination.

It is illegal to discriminate against someone's age when hiring.

He was fire in retaliation for reporting the sexual harassment problem in his company.

If a woman is unfairly treated because she is a woman, she is being discriminated against.

Employees type

Vocabulary.

Difficult employees often fail to conduct themselves in a professional manner.

Here are some common types of difficult employees.

Employees who make excuses.

Employees who make excuses try to avoid responsibility when things go wrong.

If a manager is too accepting of excuses, employees will keep making them.

So it's better to set clear expectations about how employees should behave.

Employees who gossip.

Employees who gossip spread rumors and talk about people behind their backs.

If they hear confidential information, they will likely tell other people.

They can cause serious divisions within the team by creating distrust.

He decided to confront her after he overheard her gossiping about him in the break room.

Negative employees.

Negative employees often complain about their job or company.

Over time their attitude can spread to their coworkers and lower team morale. 

To deal with negative employee, try to find out what is causing their negativity.

By understanding why they're being negative. You could help improve their attitude.

Ego testicle employee.

Ego testicle employees are self centered.

They always claim to be right and they are not willing to accept other people's opinions.

They often put their needs before the needs of the team, which makes them bad team players.

Having an open conversation with negative employees can help you better understand what is causing their negativity.

An ego testicle employee could undermine their boss by deliberately not following directions.

Sometimes a negative attitude can be caused by issues employers can't control, such as a breakup or family problems. 

A bad employee

Dialogue.

Thanks for coming to see me, daniel, I've read your EMAIL. You said that you've been having trouble with one of your team members. 

Yes, his name is Sam. One hand he's done some great work that choose real creativity and passion. But sometimes he is very sloppy. And he never double checks his work, which creates more work for others. Receiving complaints from more than one of my team members. I've been receiving complaints from more than one of my team members. 

Have you done anything to discuss this issue with him?

That's the problem. I've told him again and again that he needs to stop making the same mistakes, but he ignores me. If I tell him that he's done something wrong, he gets defensive. Last week I got so fed up that I yelled at him. It was bad, but I just want our team to do well. He is making it really hard.

I understand. But judging from what you've said, Sam has got some potential, right? 

He does great work when he is careful and stays focused. But more often than not he is so focused. And he is making mistakes.

This is certainly a Challenge. But have you considered changing your approach when talking to him?

Approach. What do you mean?

Well, I feel like you've made it sound like he's the problem, not his work. If he senses, you think that he's a problem, it may be why he gets defensive. I think your feedback can be more effective if it's framed more around his work. 

Hm maybe I made my feedback to personal negative.

Yeah instead of saying you did this wrong, say this document needs more revisions. It may seem unimportant, but some employees are sensitive. 

I see maybe I should give him more positive encouragement. 

Definitely. You've said he can be passionate. So he clearly cares about some of work he does. But you need to show him that it's his contribution that makes a difference, not just his mistakes.  A good manager not only hit their targets but also brings out the best of their employees. 

Yeah, i'll try to make a change and talk to him this afternoon.

Great. Let's see how it goes.If it still doesn't go well, we can take things from there. 

Of course, thanks for your advice. I'l make a better effort.