No one likes to be told they’re doing something wrong — but it’s not easy to be the messenger either.
Philipp Navratil has spent more than two decades at Nestlé. Early in his leadership career, he received one piece of advice that reshaped how he manages people: Give honest feedback.
The CEO of the company behind more than 30 billion-dollar brands, including Nespresso and DiGiorno, said he when he first stepped into leadership, he struggled to tell employees when their performance fell short.
“It’s easy to tell someone ‘Great job, well done,'” Navratil told Business Insider.
The hard part is speaking up when things aren’t going well, he said. The CEO said that he tries to be “as direct as possible,” because if you beat around the bush, people may miss the point.
“It’s much more valuable for them to receive it that way because it’s clear,” Navratil said.
Today, Navratil said, he sees feedback as one of a leader’s most important responsibilities — not just because it helps the company overall, but because it helps employees grow, too.
Direct doesn’t mean harsh, though. Navratil said he gives the criticism, but then he spends more time talking about how to improve the situation. That may mean asking the person how he can help, or suggesting a solution that they can work through together.
While those conversations may seem awkward or uncomfortable, it could end up bringing you closer to that individual. Navratil said that feedback discussions lead to stronger personal relationships because they include follow-up conversations.
“I feel that I owe it to the person,” Navratil said.
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