It's a complicated example if we are uttering about the relationship between an employee and the manager. Actually, it's not merely about delegating the job, but way more than that. The correlation between manager and the team members is not just finishing the task and moving to the next project, but it's a deeper one instead.
However, it's the boss who can evaluate the employee's performance in detail. He or she is the one who really comprehends all aspects of the employee related to work. But in fact, evaluating or giving feedback is not easy as it seen.
Quoting from The Muse, the case is about an employee named Bob. In the office, he is a friendly and easygoing person. Moreover, his resume and skill-set are above average.
But apparently, there is one problem. He requires a very long time to finish a job. Moreover, when the job is ready, the result is complicated and difficult to understand. Overall, his work is not concise and confusing. Bob's work is bad.
Now, let's turn the perspective from the manager.
Certainly, it's not a simple thing to criticize Bob's job or give him the feedback. He is such a friendly, caring, and loving person. Moreover, he often seems nervous when handing the job to the manager. What makes it worse, the manager worries Bob would cry considering his delicate personality.
Furthermore, Bob's track record in the previous job was perfect. It was contrary to the current situation. Perhaps, there is something different and distracting his focus.
Besides, the time to evaluate and guide Bob will be much longer compared to the time when the manager fixes the report himself. Moreover, the deadline is closer after waiting for Bob's slack work.
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Never underestimate the urgency of giving feedback to the employee. This phase is really crucial in letting them realize what needs to be fixed, especially the repeated mistake. If the manager can't give the feedback properly, the employee will think that there's nothing wrong.
In Bob's case, the situation happened until 10 months. Likewise, each mistake repeated and fixed by the manager himself for the sake of time efficiency. Moreover, the managers from across division are surprised why he would accept such a poor work.
Therefore, this pattern is not only disadvantaging the manager. The other team members might be forced to fix Bob's mistake in the time that they should have a rest.
Moreover, the communication was stuck for months. There is one big gap that keeps on covered and could burst out at any time. Overall, this is such an unhealthy working situation.
Eventually, the manager invited Bob to talk over a coffee and fired him. When he told him about the sack, Bob summoned the thing that hit him really hard: "Why didn't you tell me? I thought you care about the team!"
It means the manager has failed to create a healthy and constructive working environment. Hence, there is a domino effect to all the team members and also the result. Also, it's possible to give a negative impact to the company.
Whenever you feel difficult to supply feedback with whatever reason, back to the core value: feedback means care to the team's success. Most noteworthy, be the manager that is open to anything the team members do related to the work.
Finally, honesty is one thing to be agreed upon by all the team members. Likewise, the employees may give their feedback to the manager related to the job. Indeed, addressing critic or discussing the mistake is not a favorite topic for everyone.
But please keep in mind; it's worth the success.
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