Radical Candor helps young and inexperienced employees grow much faster, and it allows managers to correct problematic behaviors immediately. Employees also trust their team members more because they know if there's something they can be doing better, someone will tell them.
Radical Candor can have a profound effect on productivity and growth, but it needs to be implemented the right way to avoid negative results:
Have the right intent.
Implemented the wrong way, Radical Candor can quickly transform into bullying in the workplace. Radical Candor is about truly investing in other employees to help them improve, not complaining about or making fun of people. After an employee receives feedback, she should feel like the other person was trying to help her improve, not berate her.
Make it a habit.
Giving feedback needs to become a habit. Don't wait until monthly or quarterly meetings to address issues; address them as quickly as possible. However, it's important to always give negative feedback in private - never in front of a group.
In a Radical Candor system, everyone's on a level playing field. The CEO should be able to receive feedback from an entry-level employee, and the executive team shouldn't be held to a different standard than everyone else. Executives also need to be open to feedback in order for the Radical Candor system to be effective.
Keep it specific and actionable.
Only give feedback that is helpful and can lead to change. For example, rather than saying, "You're constantly late for meetings," say, "I've noticed you're consistently late for meetings. I've found that reviewing my schedule first thing every morning has helped me stay organized, and it may help you as well." Positive feedback should also be specific: A simple "Great job today" doesn't sound as sincere as "You did a great job leading our meeting today."
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