Feedback is the communication process of aligning employee behaviors with manager expectations. Basically, we want our direct reports to do what they’re supposed to do. But how do we know if they know what they’re supposed to do? That’s where feedback saves the day. You get another chance to express your expectations of them.
As a good leader, you’re probably pretty good at assigning work and making sure it gets done. Sometimes you may need to get people back on track to ensure things get done on time and according to your specifications. But how far off track do some of your people get? How long does it take to get them back on track? And how often are they told they are doing a good job?
This is the stuff of ongoing feedback exchange.
Consider these three questions.
- Do you give enough feedback?
- Do you get enough feedback?
- Would you perform better with more feedback?
Surveys have shown that most managers think they give plenty of feedback, but receive little from their bosses. You may find yourself in a similar situation. Unless you’re the rare manager who provides feedback every day, you’re probably not delivering enough to your folks, and consequently, not getting the most out of them on a regular basis. This lack of feedback tends to undermine your effectiveness as a manager and a leader.
As for question three, if you believe that you would perform better with more feedback; don’t you think there is a good chance that your direct reports would do the same? Even though we are all unique, we are much more alike than we are different. So if you are looking for improved performance from your staff, you should be giving them more feedback…a lot more.
Next time we will look at Delivering Effective Feedback.
Your Mindful Moment:
If you think you don’t get enough feedback, consider asking for some from your team.Tweet