How often do you give feedback? As a Leader, I’m sure you’re feeding back to your team individually as well as on the whole, right?
If that’s not the case, you’re in the right place. Well, even if you are providing regular feedback to your team, this is still worth a read.
Why provide feedback?
Your team wants feedback! The research speaks for itself. Here’s the TL:DR version for you…
- In research carried out by PwC, almost 60% of survey respondents stated that they’d like feedback on a daily or weekly basis — increased to 72% for employees under age 30.
- Over 75% of survey-takers are of the belief that feedback is valuable.
- A whopping 69% of employees say they would work harder if they felt their efforts were better recognised.
- 92% of survey-takers agreed with the following statement, “Negative (redirecting) feedback, if delivered appropriately, is effective at improving performance.”
The stats don’t lie. Yet feedback is often overlooked or underestimated. Don’t make that mistake as research shows that regular feedback also improves employee retention, something that is much needed in the nonprofit sector right now.
And not all feedback is created equal. Of course, the best type of feedback will provoke an effective outcome, otherwise, what’s the point? So how do you ensure your feedback is effective?
3 Types of effective feedback.
There are plenty of feedback styles out there, but I’ve narrowed it down to 3 styles that will help to encourage effectiveness.
When you feel valued and appreciated, it motivates you, right? It validates your efforts and you feel that those efforts haven’t gone unnoticed. Yet there are more than a few managers out there that feel appreciative feedback shouldn’t be warranted, as people should simply be doing their jobs right. But a simple acknowledgement on the specifics of a job well done is highly valuable to the individual or team on the receiving end.
Avoid generalised “cheers for today” statements, and make sure your comments are targeted to a particular or distinct action and/or result.
Similarly to the above, encouragement can go a long way in making your team feel valued and seen.
If you know someone is struggling but you see their consistent efforts, tell them. Encourage, reassure, and acknowledge their persistence. This will help boost morale, and spurs people into ‘keeping at it’. And the beauty is, this feedback can be simple and brief. It’s a quick comment or email that makes a vast difference to the recipient.
This is a gentle way to steer your team in the right direction.
Guidance not only allows you the opportunity to maintain the course in terms of a project or goal, it also offers the chance to praise your team and offer them your insights. View this guidance as an exchange, with the recipient asking questions to get better clarification and in-depth understanding, as well as you offering suggestions (not demands) so that you have a mutual understanding. This kind of feedback encourages self-motivation, as well as reinforcing continued improvements.
And what about you?
How often do you ask for feedback from your team? They’re often in a better position than your managers to actually provide relevant commentary on you as a Leader, your effectiveness, positive attributes, as well as constructive criticism. If your team feels reluctant or daunted by the prospect of providing you with candid feedback, it begs the question, how effective are you really as a Leader?
If you’re not encouraging regular feedback from your peers, management, and your team – do! It’ll put you in a much better position to see where improvements can be made, as well as what’s already working to your advantage that you can do more of. Invite feedback, encourage it, keep an open mind, and don’t get defensive – your growth journey is important and the benefits will transcend not only your effectiveness, but your working relationships and satisfaction in your role.
Want to delve into this and more? I invite you to get in touch with us.
We offer tailored training to suit your needs – training which is not only insightful and easy to implement, but also fun and brings the whole team together to learn and grow.
We also offer ongoing support which is recommended to keep you on track and focused on building a healthy and happy workplace culture.
Set your team up for success – contact us today.
Some fabulous feedback from a valued Vivid client.
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