This article was updated on August 10, 2024
Who loves performance reviews? Spontaneous feedback? How about constructive criticism?
Yeah. Nobody does. Especially managers.
Now, don’t get me wrong. Modern managers worth their salt undoubtedly understand the importance of effectively delivering constructive criticism and effective feedback.
They recognize it is essential for learning and growth, as well as advancement in their employees’ careers.
But there is an art to delivering it — and lots to consider before putting that meeting invite on your employee’s calendar.
The Cost of Conflict: Why Delivering Constructive Criticism and Effective Feedback Matters
Anyone second-guessing the impact of conflict in the workplace should consider the following:
Managers spend over 4 hours a week dealing with workplace conflict, which is often described as ongoing and persistent. Specifically, 36% of managers report dealing with conflict frequently. This costs U.S. companies approximately $359B per year.
“Managers spend over 4 hours a week dealing with workplace conflict, which is often described as ongoing and persistent. Specifically, 36% of managers report dealing with conflict frequently. This costs U.S. companies approximately $359B per year.”
The collective minds of my readers upon digesting those statistics.
For viewers just tuning in, this means managers spend two full working days per month dealing with conflict — almost one month per year. Yeesh.
But for managers, this is sadly all too familiar. For those looking for a framework capaoble of mitigating these cost and produtvitity losses, we have hope in the form of something called the “W-5” Method.
That’s because not only is the W-5 Method genuinely helpful to those navigating the minefield of delivering constructive criticism, it also encourages managers to look inward.
How The “W-5” Method Helps Managers Deliver Constructive Criticism and Feedback
In a nutshell, the W-5 method is a self-assessment tool for managers to use before delivering constructive criticism or effective feedback to a direct report. See below:
Not only is the W-5 self-test useful in a professional setting, it is also particularly useful when gearing up for difficult conversations in your personal life.
The reason for this is simple — the W-5 Method helps you first get to the root of an issue and then provides guidance on how to successfully manage a conversation around it from start to finish
Additional Considerations When Delivering Constructive Criticism and Effective Feedback
Lots of additional ground was covered during the workshop. Here are some additional observations from the session that I found interesting and insightful. Several have been in my arsenal for awhile. Hopefully, you will find them as useful as I do.
- Encourage Employees to Speak Up.
Remind your employees regularly they must “speak their need” and never hesitate to ask for guidance, support, assistance in removing roadblocks, etc. If they don’t state a need, it makes it extremely difficult for you to know what they require to move things forward. - Adjust Expectations for Team Harmony.
Sometimes it is difficult to move past an issue with a specific individual, especially if you need to continue working with them after an incident. The solution? Consider how you may be able to shift your expectations. Ask yourself, “How can I adjust my approach with this person in order to achieve team goals?”
- Own Your Management Challenges.
Don’t make an issue with one of your employees your manager’s problem by dumping it on their desk. Instead, develop a plan to consult with them regarding it. The marketing framework can help you develop proactive solutions you can confidently present to your own superior for input and consensus on next steps. Get this right or risk appearing incapable of performing your duties as a manager and appearing problematic yourself.
- Prepare for Feedback Conversations.
Ask an individual who you are planning to give feedback when they have time to talk. Once that time is established, along with a calendar invite, send a quick agenda so there is an expectation of what will be discussed. This helps “prep” people emotionally in advance of potentially difficult conversations.
Delivering constructive criticism and effective feedback doesn’t have to be a messy.
Deploy the W-5 Method and watch those challenges turn into opportunities. Done right, it will raise your team’s game in ways you never thought possible.
