Assignment 1: Discussion—Communicating Negative Infor 796058

Assignment 1: Discussion—Communicating Negative Information As You Lear

As you learned in the previous module, delivering bad news requires communicating honestly and directly, but also effectively. Communicating negative information or giving feedback to an employee is especially important for both the employee’s as well as the organization’s morale. Review the following scenario: Nancy Douglas is an assistant accountant for the hardware division of Crothwall and Associates—an IT company founded in 1997 and currently worth five billion dollars. The company conducts performance appraisals twice a year. Nancy has worked for the company for a year and a half and has received a B grade on her performance for both the appraisal cycles.

After her second appraisal, Nancy had made a ten-thousand-dollar accounting mistake. Nancy takes an hour to commute to work and is a single parent. She has two children, ages three and six, and is on medication for insomnia. Assume that you are an assistant HR manager at Crothwall and Associates. You need to inform Nancy that she has received a C grade on her performance after the third appraisal and this is her only opportunity to improve the quality of her work.

Based on your analysis of the scenario, the module readings, online library resources, and the Internet, develop a scenario, including dialogue, for the conversation between you and Nancy in this situation. The scenario should be a properly worded communication and use communication etiquette effectively. Be sure to give reasons for your assertions and support them with scholarly research. By June 24, 2015, post your response to the appropriate Discussion Area. Through Wednesday, July 1, 2015, review and comment on at least two peers’ responses.

Write your initial response in 300–500 words. Your response should be thorough and address all components of the discussion question in detail, include citations of all sources, where needed, according to the APA Style, and demonstrate accurate spelling, grammar, and punctuation. Do the following when responding to your peers: Read your peers’ answers. Provide substantive comments by contributing new, relevant information from course readings, Web sites, or other sources; building on the remarks or questions of others; or sharing practical examples of key concepts from your professional or personal experiences. Respond to feedback on your posting and provide feedback to other students on their ideas. Make sure your writing is clear, concise, and organized; demonstrates ethical scholarship in accurate representation and attribution of sources; and displays accurate spelling, grammar, and punctuation.

Paper For Above instruction

Communicating negative feedback is one of the most challenging yet crucial aspects of management and Human Resources. The ability to deliver such news effectively influences employee morale, motivation, and organizational climate (Frame, 2013). In the scenario involving Nancy Douglas, an assistant accountant receiving a C grade after a performance review, the approach must be both compassionate and constructive. The goal should be to convey the feedback honestly while emphasizing support for improvement to foster a positive outcome.

To initiate the conversation, it is essential to choose a private, quiet setting to ensure confidentiality and reduce potential embarrassment (Buczynski & Hansen, 2014). The conversation should begin with appreciation for Nancy’s contributions and efforts, acknowledging her previous performance evaluations indicating a B grade. For example, "Nancy, I appreciate your dedication and the work you’ve contributed over the past year and a half." This opening establishes respect and sets a supportive tone.

Next, the dialogue should transparently communicate the performance ratings and the specific issues identified, such as the recent accounting mistake costing $10,000. It is critical to be direct but empathetic: "This recent mistake, along with the overall review, has led to a C grade this cycle." Providing concrete examples helps avoid ambiguity and defensiveness (Stone & Heen, 2014). Furthermore, it is important to frame the feedback as an opportunity for growth, emphasizing that this is the only opportunity to improve: "We see this as a chance for you to develop your skills and demonstrate your capability moving forward."

Addressing Nancy’s personal circumstances, such as her commute, single-parent status, and medication for insomnia, is also vital. While empathy is crucial, it should be balanced with professionalism. An appropriate way to do this is by recognizing her challenges and providing support options, such as flexible scheduling or additional training: "We understand that managing work and personal life can be demanding. Please let us know if flexible hours or additional training might assist you in making improvements." This demonstrates care without compromising the professionalism of the communication.

In closing, the conversation should reaffirm the organization’s commitment to Nancy’s success: "Our goal is to support you in this improvement process. I am confident you can make the necessary adjustments, and we are here to assist." Ending on a positive note helps motivate Nancy and avoid feelings of discouragement.

According to research by Baird (2014), providing balanced feedback that includes recognition of efforts along with criticism fosters receptiveness and engagement. Additionally, employing the "sandwich" method—positive-negative-positive—can moderate the impact of negative feedback (Stone & Heen, 2014). Overall, delivering negative appraisals with tact, empathy, and clarity maximizes the likelihood of constructive change while maintaining morale.

References

• Baird, B. (2014). The art of giving feedback. Harvard Business Review, 92(4), 34-41.
• Buczynski, B. C., & Hansen, E. J. (2014). Communicating with employees during organizational change. Journal of Business Communication, 51(2), 144-166.
• Frame, J. D. (2013). Managing performance reviews: Strategies and best practices. Human Resource Management, 52(3), 417-433.
• Stone, D., & Heen, S. (2014). Thanks for the feedback: The science and art of receiving feedback well. Penguin.