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By the way, I don’t particularly like the word criticism; I do like the word feedback. And when we’re dealing with and coaching employees, it really is all about process improvement versus right and wrong per se.
Another thing it does is it really continues to nurture rapport. You know what that’s so important because when you are going to have those sit down talks that are really heavy and really have a lot to say, having pre-established positive rapport will really help that particular conversation go a whole lot better.
And then, finally, it teaches them how you think and what you value as a leader and really you can establish more trust once you coach them and they understand how you think and what you value. That means you have to manage them less and trust them more.
Now, for the employee, one of the benefits is they feel supported, they feel appreciated, and they feel led without feeling dominated and that’s really super-important, particularly for some personality types and even generational types as well.
So you really gave feedback on the things that you did like, but also gave feedback on one element of improvement. Now, will that employee receive that a bit better couched in that way? I’m going to submit to you probably. And if that’s a regular part of your format of how you communicate then that would be useful.
And another value-added tip is make that a part of your team lingo. Teach your team members how to give feedback to each other so that you can build synergy.