How To Give Feedback To Extroverts On Your Team
As a leader, you need to give your team feedback. In fact, according to Zippia, 65% of employees desire more feedback. Your team needs to know what they are doing well and if there is any room for improvement.
However, like introverts, giving feedback to extroverts may require a different approach. This is because extroverts and introverts interpret feedback differently.
If you want your team to perform at their highest level, you must give feedback in the best way possible. This means considering each team member’s personality.
Below are three strategies we believe will help you give feedback to the extroverts on your team.
1. Start With The Good
It is always a good idea to start with the good when you give feedback. This means, talking about what the person on your team did well. However, you want to be sure your positive comments are genuine. Most people can tell when you are not being sincere. In our e-course, The Art Of Communication, you will learn how to deliver your message genuinely every time.
There are several ways you can incorporate praise in your feedback.
- Positive Point – Starting with a positive point will help your extroverted team member receive your feedback without being on the defensive. For example, if you want to give feedback on how this team member can increase their productivity, think about how they are doing well in this area. Start your feedback with this in mind. You can say, “John, I like how you took the initiative to start xyz project. I would like to see you take the initiative more often. I believe your productivity would increase tremendously if you did this.” In this way, you are starting with a positive point that correlates with the feedback you want to give.
- Give Thanks – Everyone wants to feel appreciated. When you thank a team member for their work, it will put them at ease when you give the necessary feedback. For example, let’s say you’ve recently passed an extra task to a team member. They’ve done what you asked them to do, but not exactly how you would like it to be done. You want them to do it a certain way, but also want them to know you appreciate them taking it on. You can say something like, “Margaret, thank you for sending out the sales recaps every week. It really helps me. The next time you send them out, can you edit the recap to look more like this?” When your team feels appreciated, your extroverted team member won’t take your feedback personally.
- Be Specific – When you give a positive note to a team member, make sure you are specific. Often, if you tell an extrovert they are doing a good job, they may assume everything they do is excellent. And then, when you come back with a critique, they may get confused because you just told them they are doing a great job. Because of this, you need to be specific with your praise. For example, instead of saying, “You’re doing a great job.” You can say, “Alison, the way you handled the clients on this last case was excellent.” When you are specific in your praise, you give yourself the ability to also give feedback when necessary.
Starting with your team member’s good work will put them at ease when you give other feedback.
2. Give A Challenge
Feedback can be more than telling someone you want them to do better at XYZ. In the case of an extrovert, introducing a challenge can help you motivate them to perform at their highest ability.
There are a couple of ways to introduce a challenge to give your team member feedback.
- Set A Goal – If you want your team member to increase their sales numbers or reach a threshold, instead of simply telling them you want them to “do more” consider giving them an attainable goal to achieve. For example, let’s say you think your team member could improve their sales numbers. You could sit them down and tell them you want them to improve the numbers. Or you could give them a challenge. You could say, “Barbara, last quarter you did $4,000 in sales, which was great! I think you can do even better this quarter. Let’s set a goal for $6,000 in quarter three.” When you set a goal, you give your extroverted team member a challenge, and most often, extroverts respond positively to challenges.
- New Initiative – You may need to give feedback regarding something you can’t put a number on. If this happens, consider introducing a new initiative or process you want your team member to try. For example, let’s say your team member often forgets to bring the presentation slides to meetings. One way you can help them is to tell them you will begin a new process for meetings. You can say something like, “Jonah, I really appreciate you bringing the slides for our weekly meetings. I do know sometimes they aren’t always ready on time. I want to do a checklist to be up to date on the slides before the meeting. What do you think about that?” Giving feedback in this way will help the extrovert on your team see it as a way to improve their performance.
💡We recommend the e-course “Leading Extroverts” to help you learn to lead extroverts with confidence.
Introducing a challenge or a new way to approach a task will help you give feedback while motivating your team members to improve their performance.
3. Don’t Be Too Serious
A common misconception about extroverts is they don’t take things personally. This just isn’t true. Extroverts tend to take feedback very personally. This is why it is important not to be harsh when giving feedback. You don’t have to be laughing and making light of any situation, but think about how you deliver feedback.
There are several ways to ensure you keep the feedback constructive.
- Body Language – Your body language says a lot. To avoid being too harsh with your feedback, think about how what your body language is saying. For example, make sure you aren’t hovering over the person you are speaking to. Instead, if you are standing, stand next to but not over the person. Make good eye contact with them, but avoid staring them down. Keep your arms relaxed and palms open. Don’t make fists, point, or cross your arms; this body language will put the other person on the defensive. In our e-course, Mastering Non-Verbal Communications, you will learn to use your body language effectively in every situation.
- Tone Of Voice – The way you say something can hugely impact how your message is received. Think about your tone as you deliver feedback. For example, you don’t want to seem sarcastic, annoyed, or dismissive when you give constructive criticism. Listen to yourself as you speak. You want to come across as warm and caring, but also in control. Practice listening to yourself to determine whether or not your tone of voice comes across as harsh.
- Word Choice – The words you choose can significantly impact how your message is received. Every leader needs to give feedback; however, the key is to ensure your team members don’t lose their motivation, and take things too personally. Focusing on your word choice will help your message be received in the way you intended. For example, look at how the below examples differ in word choice.
Option #1 – “Zeke, thank you for delivering the presentation today. It would benefit us both if we made a checklist for each presentation. This way, we can make sure the slides are done before the meeting.”
Option #2 – “Zeke, thanks for helping today. You didn’t have the slides ready, and you need to make sure it is done right every single time. What do I need to do to make sure you get this done?”
As you can see, in option two, the word choice is harsher. Your team member probably felt very defeated and potentially won’t give another presentation again.
When giving feedback to an extrovert, you want to be mindful of how your message is delivered. Try not to be too severe or come across as too harsh. You don’t want to diminish their motivation.
In the end, giving feedback is critical for the team’s success. However, if you can tailor your message for the extroverts on your team, you will help them perform at their highest ability.
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