Post by ratna479 on May 18, 2024 3:28:23 GMT -5
Aren’t just looking for “feel good” feedback – they want to be pressured to perform at their best. Managers can address deficiencies constructively by focusing on discernible behaviors rather than employee characteristics. They must keep employee development as their goal. Here is an example: unhelpful feedback: “that customer presentation you gave last quarter really hurt us… honestly, I’m not sure we can get the relationship back.” meaningful feedback (either immediately after the presentation or later that day): “how do you think the presentation went? I noticed the client had some questions that seemed to indicate he wasn't following up. What can we do next time to overcome this?” senior leadership needs to create a development-focused and performance-oriented culture.
Here are three actions leaders must take today to create an atmosphere in which meaningful feedback resonates: 1. Turn your managers into coaches. Coaching is a unique skill set that managers need to cultivate. Fortunately, the right manager Jamaica Email List development demystifies coaching and develops a manager's mindset – giving them exactly what they need to become coaching aficionados who provide excellent feedback. 2. Adjust your management practices and performance metrics. It's time to ditch the annual reviews in favor of the five coaching conversations that are scientifically proven to improve performance. Leaders must evaluate their current performance management approaches and then implement the changes necessary to shift to feedback-rich performance development. 3. Become a feedback evangelist.
In a development -focused work culture , feedback is not a one-way, top-down event. Individuals, managers and leaders must give and receive feedback – showing appreciation for each other's efforts through honest, open and ongoing dialogue. Peer-to-peer feedback strengthens relationships and collaboration between departments. Senior leadership must take the first step: model the behaviors they want their managers to exhibit by giving them “quick feedback”. Helping your managers provide meaningful feedback while prioritizing manager development. Then, looking at how your feedback culture accelerates workplace productivity and engagement.Non-violent communication: thoughts and judgments non-violent communication offers us a simple and practical way to obtain more clarity in our exchanges, both intrapersonal and interpersonal. This happens when we focus on needs (ours and others) and establish connections based on our shared humanity (universal human needs).