As a leader in your property management company, it’s your job to help bring out the very best in others. Part of that involves delivering feedback on current and past performance – a task that many place on their list of least enjoyable things to do. With the right approach, however, giving thoughtful feedback (even negative) can become second nature and a positive, productive part of your job. If you could use a little guidance in this area, here are a few expert tips to keep in mind.
Be mindful of when, where and how you deliver feedback
Calling out your employee in front of his or her colleagues is not the best way to approach a feedback situation. A good rule of thumb is to praise in public but save the constructive criticism for private interactions. This will eliminate distractions and reduce the likelihood of conflict.
Approach it from a positive perspective
Feedback that’s used only as a tool to chastise will not yield good results. Instead, a strong leader will leverage these discussions as an opportunity to coach, validate and inspire. Balance the message you’re trying to deliver so that you also point out the strengths and good characters and use the negative message as a tool for learning and growth.
Build relationships first
Before you can expect your property management employees to receive feedback in a positive way, you have to do the necessary work in advance to establish trust and build relationships with them. Ideally, the person you’re delivering feedback to should be able to recognize that it’s coming from a place of respect and teamwork rather than judgment. In other words, help them understand that it’s in their best interest.
Feedback should always be delivered from a place of respect and good intentions. As such, these conversations should never be held when you’re feeling angry. Otherwise, the recipient is likely to respond in a way that is combative and defensive, thereby eliminating the chance of moving forward in a positive way.
Wait until the right moment
In order for feedback to be beneficial, the person receiving it has to be in the right place mentally and emotionally. Avoid abrupt or unexpected feedback sessions. Instead, give the person a heads up, letting them know you have some thoughts you’d like to discuss and allow them adequate time to prepare.
Of course, as important as it is to wait until the right moment, it’s also important not to put it off. Let’s face it; sharing feedback can sometimes be uncomfortable and unpleasant. Unfortunately, it’s just par for the course for those in leadership. And it’s necessary if you are going to move your property management company forward in the right direction.
As a property management executive, you are inevitably tasked with helping your employees achieve their greatest potential. This cannot be accomplished without regular constructive feedback. The tips listed above should help make this challenging part of your job a little bit easier.
What did we miss? How do you approach feedback within your property management organization? Please share your thoughts, advice and insight in the comments section below!