If you need to "tick a box" in your employee engagement policy, regular appraisals can feel more like a corporate chore. If you care more about making a difference to your colleagues (and this doesn't necessarily need to be a manager-employee relationship), then a "tick the box" approach to feedback is the last thing that would be on your mind. Fostering a culture of "micro-feedback" is essential if an organisation is going to grow.
You wouldn't get into a car as a passenger and tell someone which gear they should select or which lane they should be in. When assigning tasks to others, managers must leave their ego at the door and accept that not every task will be done "their way." Everyone has their own success formula, and the moment that you dictate how something should be done, you are likely to cause frustration for the "driver".
- Take responsibility by apologising and stating your recognition of the impact you will have on the task owner
- Raise the issue as soon as you know the task is or might be late
- Talk about the steps that led up to things going wrong and what you can do differently next time
- Offer up suggestions of how you might be able to get things back on track or rectified