Everyone cringes at the thought of going on a new job interview. Worse than a job interview to me would have to be completing a performance feedback interview. For most companies, it’s mandatory that appraisal results be discussed with employees, monthly, semi- annual or even yearly. Researchers found that performance feedback is the most inexpensive way to improve productivity and quality of work at a workplace. Even though performance feedback is utilizing to identify individual strength and weakness, individuals tend to only notice the negative aspects of these interviews.
People automatically becomes defensive when being criticize by anyone for any reason. Sometimes being defensive is a natural reaction to a situation. As a supervisor over my department I truly believe performance appraisals discourage teamwork because it frequently focuses on that individual employee short-term achievements rather than long-term improvements. I believe if companies try different approach it will take the edge off of employee defensiveness in performance interviews.
When it comes to performance feedback interviews, there’s a few ways to overcome employee defensiveness. As stated in our text, “We know that feedback is most effective when it is given immediately following the behavior in question. How effective can feedback be if it is given only once a year during an appraisal interview?” I totally agree with this insert, I’m the data manager at Chrysalis Health and my job requires supervisors to conduct a monthly supervision with their staff. I believe in order to help overcome employee defensiveness a performance feedback interview should be done often instead of yearly. It should be policy to assume professional responsibility for the quality of work performed and services provided by all employees.
I believe in order to overcome defensiveness during a performance feedback, this should be explained during the first 30 days of employment within that company. All employees should receive supervision for the first 8 weeks of employment and then monthly thereafter. Therefore, this becomes a routine and not something completed on a yearly basis.
Another method to overcome employee defensiveness during a performance feedback interview is to try to tailor the supervision to meet each employee’s own individual needs. This way the supervisor will determine individual needs by knowledge, skills, and abilities demonstrated by each employee and their overall performance observe. As a manager, I allow my staff to complete a supervision on me, because I know there’s diverse ways that I can improve as a supervisor and overall person. If an employee tries to take the fight reaction, instead of being just as hostile as them, try a different approach.
For example, during my monthly performance feedback interviews with my staff I thrive to actively listen to their thoughts and concerns and then give them my honest feedback using a soft, monotone voice. Sometime it’s not “what” you say to a person that makes them become defensive, but it solely on “how” you say it. To stray away from negative feedbacks during performance interview, I ruminate by starting off the interview with achievements of the employee and identifying their strengths will also create a less defensive situation. Most organizations still utilize the “tell-and-sell” approach instead of trying to use a problem-solving approach. Ask questions like “how can I help you improve?” “How can I become a better supervisor?” Start with setting mutual goals that both of you agree one. Make that employee feel like they’re opinions are just as important as they’re supervisors.
My last method in overcoming employee defensiveness during and after performance feedback interviews is avoid total disparaging criticism. Instead of badgering an employee with all the negative, help them by considering one-on-one training programs and even assist by offering reward based on performance improvements. Everyone likes to be rewarded with lunch or even a certificate to place on their desk. Judge performance and not personality because at the end of the day a business only focuses on what that employee can do for the business not if they’re likeable to you.
