You're struggling to give tough feedback to a coworker. How can you show empathy in the process?
Delivering difficult feedback requires a balance of honesty and compassion. Here’s how you can be empathetic in the process:
What strategies have worked for you when giving tough feedback?
You're struggling to give tough feedback to a coworker. How can you show empathy in the process?
Delivering difficult feedback requires a balance of honesty and compassion. Here’s how you can be empathetic in the process:
What strategies have worked for you when giving tough feedback?
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When delivering challenging feedback, be sure to frame it in a way that focuses on the behavior, not the person. Acknowledge their strengths and contributions before addressing areas for improvement. Offering specific examples allows the individual to understand where changes need to occur. Encourage open dialogue and provide guidance on how they can improve moving forward. This ensures that feedback is constructive and leads to positive outcomes.
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1. Being honest with a coworker is not the same as being rude. 2. Present both the advantages and disadvantages of their work. 3. Offer to help, either personally or by involving your coworkers.
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Giving feedback can be tough, but focusing on empathy can make it easier. Start by acknowledging their efforts and expressing your intentions to help them grow. Instead of focusing solely on mistakes, highlight areas for improvement in a positive light. Use "I" statements to avoid sounding accusatory. For example, "I've noticed that..." or "I feel like we could improve..." Finally, offer specific suggestions and be open to their perspective. Remember, the goal is to create a constructive conversation that fosters growth and strengthens your working relationship.
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Delivering difficult feedback requires a balance of honesty and compassion. Here’s how you can be empathetic in the process: Start with positives: Begin the conversation by acknowledging their strengths and contributions. Use "I" statements: This helps to express your perspective without making the other person feel attacked. Offer support: Provide constructive suggestions and show willingness to help them improve.
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I recommend getting trainings and reading resources on non-violent communication. Most feedback can be rephrased in a way that does not come off as "tough". Even in worst case scenarios, where there is no compliment to add to the sandwich, reflecting on the negative part and backing it up with consequences and real-life implications would help soften the blow.
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When giving critical feedback to a coworker, I would show empathy by starting with positive recognition of their efforts to set a supportive tone. I’d use “I” statements to share my perspective, focusing on specific behaviors rather than personal traits to avoid making it feel like a personal attack. I’d explain the issue clearly, highlighting its impact on the team or work, while offering actionable suggestions for improvement. Actively listening to their viewpoint and validating their feelings would help build understanding. I’d also assure them that my feedback is intended to support their growth and success, not to criticize.
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Before reacting, take a moment to assess the situation. Ask yourself, "Why might they be acting this way?" This helps shift the focus from frustration to understanding. Allow the coworker to express their perspective without interrupting. Show you are paying attention by maintaining eye contact and using affirming body language or responses like, "I hear you."
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Throughout my career, I’ve gained extensive experience in peer mentoring and development. At Apple, I often mentored peers with more seniority, which required a thoughtful approach. Unlike training new hires, mentoring equals and delivering constructive feedback demands care and collaboration. My strategy involved having them review their metrics and identify areas they wanted to improve. I shared my successes and demonstrated actionable tips in real time, fostering a collaborative exchange by asking about their strengths so I could learn from them too. This approach consistently built trust and created positive, productive interactions. In management, employee-led 1x1's were the most effective and increased productivity naturally.
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