It sounded like none of the styles you presented included incorporating the feedback into performance improvement. Is that how you meant it? I would also caution greatly against jumping to conclusions about these styles because there can be a lot going on behind the scenes that managers are not seeing, especially if you are supporting someone who is neurodivergent. For example, as an autistic employee, I may explain the assumptions I was working off of when I did or didn't do a certain thing. That is not defensive behavior. It is a calibrating behavior. If I share what my assumptions were, erroneous ones can be corrected so that I work from better ones in the future. And then I am very likely to follow this calibration up with a joke. The joke's role is to lighten the mood for myself and my manager so that I don't get down on myself and fall under your second category. The joke will also often be a humorous rephrasing of the newly integrated assumptions to show that I understood them.
Right, it’s not about giving feedback on the style itself, it’s about understanding how people sometimes respond to feedback, particularly when not taking ownership. I agree managers should always be supportive and adapt to the individual’s communication and learning. The goal for a manager is to support staff to perform successfully. Part of that is delivering feedback about how staff are performing. Employees will sometimes push back or not take ownership, sometimes when demonstrating these styles of receiving feedback. Research shows and in my own experience, staff demonstrating these styles are often unaware. The purpose of the video is to help bring awareness to managers when supporting their staff to be successful.
I’m a joker but take it to heart.
Same!
Solid breakdown right here. Good work!
Thank you! 👊🙌🙏
Great advice.
Thanks buddy!
It sounded like none of the styles you presented included incorporating the feedback into performance improvement. Is that how you meant it?
I would also caution greatly against jumping to conclusions about these styles because there can be a lot going on behind the scenes that managers are not seeing, especially if you are supporting someone who is neurodivergent. For example, as an autistic employee, I may explain the assumptions I was working off of when I did or didn't do a certain thing. That is not defensive behavior. It is a calibrating behavior. If I share what my assumptions were, erroneous ones can be corrected so that I work from better ones in the future. And then I am very likely to follow this calibration up with a joke. The joke's role is to lighten the mood for myself and my manager so that I don't get down on myself and fall under your second category. The joke will also often be a humorous rephrasing of the newly integrated assumptions to show that I understood them.
Right, it’s not about giving feedback on the style itself, it’s about understanding how people sometimes respond to feedback, particularly when not taking ownership.
I agree managers should always be supportive and adapt to the individual’s communication and learning.
The goal for a manager is to support staff to perform successfully. Part of that is delivering feedback about how staff are performing. Employees will sometimes push back or not take ownership, sometimes when demonstrating these styles of receiving feedback. Research shows and in my own experience, staff demonstrating these styles are often unaware.
The purpose of the video is to help bring awareness to managers when supporting their staff to be successful.