Delivery of negative feedback in the workplace

Performance monitoring is an important aspect of many leadership and management roles in the workplace. Given the reluctance widely reported by managers to provide negative feedback due to its perceived difficulty and possible negative consequences recent research has aimed to investigate and identify effective strategies for the delivery of such feedback. To date the benefit of various conflict management styles has not been examined in situations involving the potential for conflict, i.e., the delivery of negative feedback. The present study attempted to examine the value of the DUTCH conflict management styles and present suitable strategies for use by managers in a workplace situation which involved the identification of a performance issue with a subordinate and the potential to deliver negative feedback.

Autorentext

Ben De Young is a Corporate Consultant and Organisational Psychologist who received his masters degree in Organisational Psychology during 2004. Ben has extensive experience in corporate consulting and specialises in workplace psychological issues including organisational health consulting, leadership development and human resource management.