@ Positivity at
work...
Having conversations
is a good idea to connect. And the feedback one shares with the other while
communicating should be directional and constructive. The way we say and how we
say matters...!
Rina was
distressed..While interacting she broke down a few time unable to
contain her tears...tears of humiliation..And she shared that it
was a normal interaction with her manager at work..The manager Mohan had
been very rude and insensitive ..not even wiling to listen to
what she had to share her say..
Mohan had called
for a meeting of her team along with her set of reportees..
His words were: You
don't have a sense of Business Rina...What have you been doing till date..Why
should I have you in the team!! Do one thing , relook at the plans,at the goals
and talk to me. I want to see you do that. Rina was aghast at
this sudden spurt of observations and allegations and before she could share
her perspective, there came another directive from him...Better go
and learn something from others in your team..Why are you standing here ..Go
get going!!!
Rina was dumb,
numbed by this sudden spat of words...
And
in the afternoon while Mohan was having tea with one of DRs shared
that : I think Rina will be a very good performer, she will scale up even
more..I have shared with her what she can do further to enhance
her performance to the next level..she is a
HIPO performer no doubt....
After two weeks ,
Mohan is now aghast. There was a mail from Rina..The mail read: Thank you
for the opportunity given to be associated with
the esteemed organization. I would want to
be relieved form my responsibilities and please
consider 21st Jan as my last day of work....
This is a typical
case in example where the intent of communication and the manner in which
it is communicated.
Feedback matters!! In the above context we
find that Mohan had hos best intention to motivate Rina ..but somewhere that was
snot communicated properly..
Feedback sharing is
an art and every Manager in the organization must be well equipped with
this..As it is correctly said employees do not ;eave organizations..the leave
because of managers...
Here is my Take :
A good and effective Feedback is to be the is a
balanced one with both dimensions of being positive and constructive..
And the way we say and how
we say matters..
Context : Setting the context of the communication
is always beneficial for both the employee and the manager. It also means that
there some preparation by both the parties to make it more effective fruitful.
Respect : a feedback i a feedback is a feedback. Respect
matters!!! No one has the right to hurt the other person : be it the manager or
the reportee.
The Emotional Frame : Emotions play a very
integral part in nay communication event. Our responses are based on the way we
perceive the events around and that includes the way in which the feedback is
conveyed by the manager/sender of the message. One needs to be careful about
the tone and the non verbal dimensions
of oneself while communicating. In the above example, the Manager should have
been cautious not to spill acid in his communication before the entire team
which had the reportees of Rina as well!! A Manager is a role model for his/her
team!!! Mohan should have motivated Rina and her team and should have shown the
path to accomplish what he desired and not pull down Rina..
Words are the guiding path : Choose your words
carefully..it matters!! Rina was feeling miserable post the conversation with Mohan.
Mohan had blown away herself image, had destroyed her self esteem ...It was a very
experience for Rina as herself worth was undervalued!!! Be clear on what you
say.
Redirection : As a manager I need to
redirect . Redirection means
Both
AHA and You could do better approach to be adopted : it is always highlighted,
first appreciate and then move to the areas of development. Effective feedback
is one which is directional and constructive...it motivates you to move a head
and not one to give a heartbreak!!! Patience
matters
What is your take
on this..write back to me panda.ellora@gmail.com
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