One of the most fun duties of the manager and the slechtnieuwsgesprek. To dragelijker to do is often well-known “shitsandwich” off the shelves: the first is a message to send, and then the bad news will follow, and then conclude with a positive message.
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finally, an American study showed that the managers ‘ feedback like blow-up in these cases, the small to be just a little bit more positive than they actually are.
It has a noble goal: you want to be a person’s feelings of him saying that someone isn’t doing a good job. However, the danger with the things more beautiful from what they have been, it is that the situation is not a teaching moment for your staff members-and in the long run, their careers are harmful, and that you, as a manager.
the Study, however, shows that it managers ‘ feedback is not only sugar-coating, so that staff do not feel bad, but that they are also, unconsciously, more beautiful packaging than it actually is. And where you aware of a behavior that is very easy to get, stuck unconscious behavior is sometimes so ingrained that it’s hard to do anything to change it.
you can create The illusion of transparency < / p> Two researchers from the INSEAD business school and Singapore Management University, who did research on this phenomenon, given this behavior, it’s a cognitive bias that they are ” the illusion of transparency it is called. “Here, people are so focused on their own intentions, and that they over-estimate what this a message on for others to happen to you.” In their minds everything is clear, but often the message is too vague to really come out.
And so, the two scientists had made a study for this mitigated the feedback to occur. The first step to make their own assumptions on the keys. Is it really the case that the managers ‘ feedback, unintentionally, be positive to make? 173 in particular, managers in multinational corporations were asked what feedback they would provide to certain employees. Accordingly, the employee is asked about their own experience. I learned that managers were much more positive, especially if they are really bad news to bring.
the Timing is often not ideal,
and Why would the managers be more positive can be? The two researchers suggest, among other things, that the timing of this type of feedback is often not ideal. The appraisal interview at the end of the year often goes hand in hand with a lot of other tasks for the company. Completion targets are achieved. Think about what message they exactly want to shoot me down as one of the first in the. It suggests to use this kind of feedbackgesprekken to be spread over the year, it is a message that is more likely to be heard.
another thing that would help to bridge the gap between the message and what the receiver actually hears, it is aware of the cognitive bias. In a different experiment, leaving the two winners among 117 MBA students posing as officers, in which one half of the group was told about the illusion of transparency, as well as the other half did not. What was the result? A person who is more aware of the fact that the message is not about that, it would come up, did the extra effort to make sure that the assessment was made.
to Be clear
Still, there was not always a member of staff that managers are aware of their own behavior. The researchers recommend, therefore, to be especially clear in your message. The hot broth around the turning looks like in the short term it may be the best solution, but ultimately, you’ll help no one with it. After the call, in addition, whether or not you have employees, everything is included, and send it through.
Please also, as a manager, in a culture where people can ask questions-dare to ask about their own behavior. Does an employee need for feedback, then it must be that he dared to ask. In addition, it helps in the actual feedbackgesprek in order to find out if you can understand each other.
