Most people want to hear more feedback on how they’re doing at work. Research from Zippia shows that 65% of employees would like to receive more feedback and that 98% of staffers disengage from their work when they receive little or no feedback.
These stats should be a wake-up call to leaders everywhere. Employees crave consistent and accurate feedback — both on what they’re doing well and where they could improve. If you lead a team, executive coach Rachel Lipton has some suggestions on how you can give better feedback. We share her insights in this issue of PromoPro Daily.
1. Stay mindful of power dynamics. When you’re in a more senior position or one of greater influence, Lipton says it’s important to not abuse your power. It’s best to simply share why you’re giving the feedback, whether you want to recognize a job well done or call attention to an improvement area.
2. Set the context. It can be disconcerting expecting to hear one thing and the conversation turns out to be something totally different. This is especially true when it comes to someone’s job performance. Let the person receiving the feedback know the purpose of the discussion, Lipton says, and allow them an opportunity to share their side of things.
3. Leave room for discussion. Feedback should be a two-way dialogue. A leader should never be the only one speaking in feedback conversations. Lipton says it’s crucial to make space for the feedback receiver to talk about their perspective.
4. Keep an open mind. If you need to address poor performance or a bad attitude with a team member, don’t let your default mindset be anger or disappointment. You never know why someone may not be meeting expectations. Lipton encourages leaders to avoid blame and take a genuinely curious and open approach. This can go a long way at building trusting relationships that create strong teams.
5. Outline next steps together. The “together” part is important here. No one wants to be micromanaged, Lipton says, so find a mutually agreeable solution. Strive to achieve mutual understanding of each of your needs and expectations.
When done properly, giving feedback can be a great way to help your team members grow. Just keep in mind the above considerations to make your feedback discussions as fruitful as possible.
Compiled by Audrey Sellers
Source: Rachel Lipton, MPP, CPCC, ACC is an executive and team coach for mission-driven organizations. She supports executives, emerging leaders and teams to thrive in today’s workplace.
