Some people want feedback on their performance and some people don’t. But if you’re a leader you need to understand this basic fact: ALL people NEED feedback. At least if their performance is going to improve in any significant way.
As a leader it is vital that you provide that feedback if you want your people to grow. By the way, if you don’t want you people to grow then stop calling yourself a leader. Just sayin’.
This feedback must be fairly consistent and very specific. It can be “scheduled” like during an annual review but it can also be spontaneous, occurring in the moment that you think feedback would be helpful. I should also point out here that if you are providing feedback only during those scheduled annual reviews you’re likely not providing your people with nearly enough feedback to be truly helpful.
Let’s talk about specific feedback. “You need to improve” is NOT feedback, that’s criticism. Feedback involves much more detail. Be as specific as possible about where and how the improvement must occur. Let your people know how you will determine if the improvement has happened. Provide a timeline on when the improvement needs to happen and set a specific date and time to provide updated feedback to confirm that you’ve seen the required change.
Do not ever tell someone they need to improve in a particular area by the end of the month and then leave them wondering if you think their improvement has been sufficient. You need to follow up with additional feedback.
I wonder sometimes if the reason so many “leaders” are poor at providing feedback is that they feel giving feedback could lead to confrontation. If you’re a leader who feels that way it could be because you see feedback as something you only provide when improvement or corrective action is required. However, the best leaders provide feedback in all circumstances, bad and good!
It seems most every leader understands the some sort of feedback is required when improvement is needed. What many forget is the it’s also great to provide feedback when things are going well. When you give feedback for a job well done you reinforce the successful actions of your entire team, even if the feedback was provided to a single individual. Feedback for successful actions also needs to be specific, “nice job” barely qualifies as a compliment much less feedback. Tell the person WHY it was a nice job, share with them specifically where they went right and encourage them to continue the effort.
A couple of key points here; obviously feedback given to promote corrective action or improvement is best given in private, between you and the person you’re trying to help. Feedback for positive reinforcement can and probably should be given publicly to display a model of successful effort.
Now, back to where we started, some people want your feedback and some people will “resist” your feedback so don’t attempt to force your people to drink from the well of feedback rather inspire them to have a mighty thirst for it.
You inspire them to thirst for feedback by showing them you truly care. By showing them that you have THEIR best interests in mind.
When your people know the feedback is intended FOR them and not directed AT them they will likely become much more receptive.
One last thing for those of you on the receiving side of feedback. I’ve never in my life received negative feedback. The feedback I received may well have been intended to be negative, I simply refused to receive it that way. That’s a choice and it’s one I would encourage you to make as well.