Providing effective feedback is an area most managers struggle in. Employees complain to me all the time about their manager’s inability to communicate effectively with them.
Feedback the best way to provide clear communications, improve performance, understand potential issues, create behavioral changes and motivate.
I’ve interviewed more than 100+ senior leaders and managers to get their process of giving employee feedback. I’ve put together seven steps that any manager can use. It’s quick, easy, and highly effective feedback model.
The biggest barriers for employees to do great work are two-fold:
- Unclear expectations
- Inadequate skills
So a manager’s job is to give very clear directions and specific, explicit feedback so employees know where to aim and how to hit the target. They also get employees additional help and education on skill development.
Great managers provide feedback continuously, focus on employee strengths, and offer criticisms in private (not public forums).
Great managers also create a psychologically safe work environment and allow for healthy conflict and debates. They are willing to admit they don’t have all the answers and make plenty of mistakes.
Here is the model great managers use to provide effective employee feedback. Employees can also use this to.
1) Describe the when and where of the situation.
2) Describe the specific behavior that you want to address.
3) Describe how the action has affected you or others.
4) Ask them: “I’d like to get your take on it so I better understand what’s going on. Is there something I’m missing? How do you perceive it?” (Then discuss this)
5) Ask them: “What are the next steps you’ll take to change this? How can I help you?”
6) Proactively offer resources, ideas and guidance to help accelerate change.
7) Record the feedback and follow up
***PLEASE NOTE: Don’t “personalize” feedback, raise your voice or let emotions drive the conversation
Feedback gift, don’t be stingy with it. Employees want it. Lack of feedback is one of their top complaints. Be generous and help them.
You’ll see increased performance and results. It’s a win-win situation