Your People NEED to Know

Most organizations know how important it is to provide feedback to their people. That is why they schedule an annual review for all of their people. In some organizations it is a very formal process and in others it is far more casual. 


Good leaders will keep track of the strengths and weaknesses of their people throughout the year so they can provide meaningful feedback during the review process. 


Great leaders would never do that. 


Great leaders wouldn’t do that because they provide feedback for their people constantly. They don’t wait for a review process. They help their people grow everyday. They don’t just tell their people how and what to do, they show them.


Great leaders are models of successful behavior. 


These same great leaders know that their people not only want to know how they are doing, they need to know. They need to know whether or not they are meeting the expectations of their leader. They need to know that their performance is making a difference for the organization. They need to know they would be missed if they were to leave. 


And they need to know all of that more than once a year. Way more. 


If you’re a leader who waits for an annual review to give feedback to your people then you’re limiting their potential for success. You’re causing unneeded stress which often leads to lower productivity. 


I recommend you schedule time in your day to provide consistent meaningful feedback in a casual setting. Your people will appreciate your insights. They will appreciate the consistency. They will appreciate knowing… knowing that they are making a difference and knowing that they are doing it in a way that is recognized. 


They will even appreciate knowing where they may be falling short. 

Don’t wait to provide feedback because your people need to know!

4 thoughts on “Your People NEED to Know

  1. Like your comments here Steve. Perhaps really really great leaders create “growth” relationships with their people that “allows” their people to initiate a feedback session with their leader as soon as possible following a performance, whether it was successful or not.

    1. Thanks Joe, that is an excellent point. I frequently ask Leaders if their people feel free to reach out and ask for help and advice, even constructive criticism without fear of retribution or consequences. If the answer is less than a resounding yes then I know the leader has a bunch of work to do. But…. many people in leadership positions have no idea if their people feel safe in that kind of conversation. That’s when I know the leader has mountains of work to do.

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