BOSS SPECIAL ......Want to be a better boss? Learn to accept negative feedback

Want to be a better boss? Learn to accept negative feedback

When you're the captain of your corporate ship, the perks and authority facilitate regular "aye, aye" from your colleagues. But what happens when their yay turns into nay? A major setback for many leaders is the inability to accept a 'no' from their employees. However, taking the time out to listen to your employees and empathising with them has a lot of benefits. Read on to find out how you should handle a situation where a junior expresses limitations.

Expect it 
When you're constantly surrounded by 'yes' men, it can come as a shock when someone responds in the negative. But no matter how high up the corporate ladder you are, you should always be prepared for such replies. This will stop you from taking the matter personally or reacting instinctively — even harshly.

Respect it
As a leader, you need to set the tone for the communication that takes place in the workplace. If you lash out at someone who says no to you, you portray yourself as a bad listener and unapproachable. If your staff is scared of you, qualities such as loyalty and job satisfaction take a back seat. You may be the voice of the organisation, but being a good listener is an important quality.

Listen up
Now comes the tough part. Always remember, it was tougher for your employee to bring it up than for you to hear it. Once your juniors express their limitations on what you asked, you need to probe further. Ask them open-ended questions such as "Please tell me what the problem is" or "Is there a particular reason this doesn't interest you?" Remember, tone matters. Let them tell you why they are saying no - perhaps they have too much on their plate, maybe they don't feel confident enough to handle the situation or there is a personal problem that is keeping them preoccupied.

Other suggestions
Once your employees feel heard, ask them to consider your side of the story. Chances are that they have already thought of an alternative solution and want to share it with you. Ask them how they would handle the situation if they were in your position. Maybe they could suggest a better candidate for the job, someone who you didn't think of. Acknowledge their suggestions, even if you don't agree with them. And if you can't come up with a solid solution, a simple "Let's get back to this later," will help you buy some time.

Let it slide
If the situation is rare, don't hold it against your employees for not cooperating. They probably blubbered a bit, didn't come up with the greatest solutions or perhaps even got emotional. But don't label them based on that one interaction. If it seemed genuine, let it slide. However, don't let your employees take advantage. If someone is constantly passing the buck, look into the situation.

Glynda Alves

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